HR Business Partner (ID 61352)

WE ARE

SoftServe isn't just about technology — it's about open-minded people who love technology and have everything they need to pursue their passion to create innovation. We are about people who create bold things, who make the difference, who have fun, and who love their work.

YOU ARE

• Demonstrating at least 3- year of HR-domain experience
• Able to build an efficient HR environment hand in hand with VP-level, Delivery, or Department leaders
• Skilled in consulting VP-level, Delivery or Department leaders and their leadership team (project, team managers, and emerging leaders) on HR best practices and people excellence
• Proficient in reinforcing leadership development in Delivery Unit/Department
• Capable of coordinating sensitive cases resolution in Delivery Unit/Department
• Experienced working with global companies
• Demonstrating Intermediate strong English level

YOU WANT TO WORK WITH

HRBP cooperates with stakeholders acting as a strategic partner, change agent, HR front-end consultant, people practices coach, and emergency responder

As a Strategic Partner

• Identifying business challenges and opportunities in Delivery Unit/Department
• Co-creating HR strategy for Delivery Unit/Department hand in hand with VP-level, Delivery/Department leaders
• Providing input on Delivery Unit/Department organizational design
• Providing HR-focused expertise when formulating Delivery Unit/Department’s strategy and goals
• Ensuring alignment of Delivery Unit/Department’s strategy with the company’s strategic initiatives and business goals
• Facilitating the creation of Delivery Unit/Department’s strategy by organizing workshops and strategic sessions (on demand)
• Engaging all leadership levels & layers in strategic analysis and planning

As a Change Agent

• Analyzing HR data (ESAT, turnover, compensation, etc.) in Delivery Unit/Department
• Analyzing external and internal trends and benchmarks in partnership with the HR group to develop the best HR solutions
• Consulting all leadership levels & layers on the improvement of the people management environment
• Ensuring smooth introduction and implementation of new HR solutions, programs, and policies within Delivery Unit/Department through a cross-functional cooperation
• Promoting buy-in among all leadership levels & layers when implementing change initiatives
• Initiating changes in corporate HR services and policies based on business needs and challenges in cooperation with HR group
• Proactive participation in HRBP projects and cross-company HR initiatives

As an HR Front-End

• Delivering HR strategy to all leadership levels & layers in respective Delivery Unit/Department
• Guiding leaders through corporate HR services and processes: mobility program, compensation & benefits, performance management, etc.
• Coaching leaders in understanding and preventing illegal and noncompliant HR-related behaviors
• Coordinating with other HR functions to ensure timely and consistent delivery of services to business stakeholders
• Supporting leaders in collecting HR-related data (referrals, background check, etc.)
• Consulting on the designing of new comprehensive job descriptions and profiles (on demand)
• Representing HR function in client-facing events (on demand) 

As a People Practices Coach

• Co-creating leadership workforce plan, identifying and building key talent pools hand in hand with VP-level, Delivery, or Department leaders
• Coaching all leadership levels & layers on team composition and development
• Identifying, selecting, hiring, and onboarding key talents together with a line manager and other functions
• Identifying training needs and monitor the developmental process for key talents
• Developing leaders’ managerial competencies through various knowledge sharing activities
• Consulting leaders on the development and communication of business goals, OKRs, personal objectives (EPM contacts), and development plans of their teams
• Providing support in analysis and interpretation of ESAT, turnover, staff rotation, a span of control, compensation costs to come up with business insights and build action plans  
• Conducting team facilitation/ team coaching session (on demand) to blend the various experience of team members for finding new solutions or potential improvements  
• Conducting team facilitation/ team coaching session (on demand) to increase team productivity and synergy 

As an Emergency Responder

• Evaluating and mitigating risks in people management-related areas (conflict of interests, loss of key talent, etc.)
• Investigating sensitive cases with the involvement of appropriate and responsible stakeholders
• Acting as a third party in conflict prevention and resolution
• Conducting investigations into employee misconduct and suggesting disciplinary action when necessary or escalating to appropriate and responsible stakeholders
• Facilitating damage control actions to ensure minimum negative outcomes for individuals, team, and organization

TOGETHER WE WILL

• Have variable Pay Plan. HRBP is eligible to receive a 10% Quarterly bonus from base salary and depends on individual performance, company targets, business affordability and is regulated by respective policy
• Have an incentive Plan. HRBP is entitled to additional bonus payments for performing training activities, individual coaching sessions, team coaching sessions out of the respective Delivery Unit/Department, mentoring of newly hired. HRBP members and any other additional responsibilities defined in the corporate compensation policy
• Travel ~ 30% or more to company DevCenters where employees from the respective Delivery Unit/Department are located. Some out-of-company travel may be expected as well