HR Business Partnerships Manager The Emirates Group

As the HR Business Partnerships Manager, you will provide an efficient, solutions-focused HR service through effective partnership with HR Business Partners, the HR management team, as well as the line. You will be responsible for coaching and guidance in relation to managing people, positions, and work. You will identify people-related trends and feed insights into the HRBP team. You will also be responsible for the delivery of more comprehensive and specialized HR, with SME knowledge of HR issues across more than one area, by maintaining complex case management, escalations, and activities related to project work.

In this role, you will:

• Provide HR guidance when delivering HR products and align products to departmental requirements in order to support the department in achieving its goals.
• Provide advice and guidance for managers on employee- or organisational-related queries, whether approached directly or via HR. Ensure HR matters are handled fairly and consistently in line with company requirements and local employment laws.
• Act as a point of contact and provide support on key HR projects or events. Support activities in the HR calendar, such as implementation of annual pay reviews (merit pot allocation), profit share, etc.
• Work closely with the line to enable them to manage investigations and hearings. Manage and resolve highly complex employee relations issues. Conduct effective, thorough, and objective investigations. Identify and escalate cases considered high risk to the appropriate manager, and partner with the Employee Assistance Programme (EAP) to support managers and employees with specific needs or sensitive cases.
• Provide a targeted coaching and advisory service to managers on attendance management. In partnership with the line and HR Shared Services, manage complex cases of long- or short-term sickness absence, industrial injury, and occupational health referrals in accordance with company policy.
• Support the rollout of organisational and HR change initiatives/projects which have significant people implications. This includes organisational design, job role review, and job evaluation. Drive and communicate strategic and operational change in the business.
• Help drive organisational performance through performance management by working with line managers on goal setting, development planning, individual reviews, and providing relevant information in relation to trends and areas of focus or improvement.
• Provide relevant insights regarding engagement and departmental culture, based on interactions with employees through formal and informal channels, and become involved in projects focused on the improvement of departmental culture and/or engagement levels.
• Identify HR processes and propose improvements with a focus on customer experience, simplification, and efficiency. Develop and promote feedback mechanisms for employees and managers to influence the continuous improvement of HR services and processes. Lead change projects within the team or support larger/more complex projects through collaboration with colleagues.
• Be involved in both local and overseas recruitment campaigns, applying sound selection practices and methodologies to attract and appoint top talent into the business, coaching managers throughout the process. Identify training needs for business units and individual executive coaching needs, providing input to HRBP for the development of strategy.
• Ensure strong relationships and networks are built across the HR teams to deliver a seamless, quality-led service to the business.