HR Business Partner

• Employee Relations:
• Understands the Labor Law of UAE Turkey very well and acts as a Subject Matter Expert.
• Partners with management and staff on personnel related issues such as discipline, terminations, personality conflicts, job transfers, policy interpretation, and other sensitive issues.
• Ensures the adequate and timely communication to colleagues on personnel related issues (i.e. staffing changes, benefit issues, changes in policy and procedures, and other relevant areas). Holds colleague meetings and conducts training sessions as needed.
• Maintain communication and relationship with our in-house legal team and Turkey based law firm regarding legal processes when needed.
  

Talent Acquisition:

• Partner closely with hiring managers, recruiters and HRBP UAE on all hiring needs and challenges.
• Attend and participate during internal TA calls and drive TA hiring excellence finding solutions to any bottlenecks identified by recruiters or hiring managers.
• Partner with HRBP in conducting and facilitating “license to hire” training for all new people managers within span across UAE and Turkey.
  

Employer Branding:

• Partner with Head of Employer branding to devise and create innovative ideas to attract best global talent.
  

Talent Density:

• Partners with HRBP UAE and Functional leaders to understand and execute the organization's human resource and talent strategy particularly as it relates to current and future talent needs, recruiting, retention, and succession planning.
• Escalates to HRBP UAE any flight-risk cases while conducting regular 1:1’s with all employees in span.
  

Performance Management:

• Prepare performance management (GPS) calibration decks quarterly with diligence.
• Co-facilitate calibration sessions with HRBP UAE with an aim to take full ownership of this process in time.
• Address high and low performance with necessary next steps and actions by partnering with HRBP UAE and People Managers to develop and retain top talent.
• Conduct bi-annual “stay interviews” with top performers.
• Support people managers in conducting Performance improvement plans (PIP) for under-performing colleagues.
• Drive Individual Development Plan (IDP) adoption for all employees across relevant spans and geographies.