HR Business Partner

6 months ago

Auckland City, New Zealand Amplifon Group Full time

We are looking for an
**HR Business Partner **to join in our HR Team.This role provides generalist HR support across the NZ business with a focus on leading the implementation of HR initiatives and processes that increase employee engagement and retention. All activities should result in an enhanced employee experience and contribute toward Amplifon NZ being recognised as one of the best places in NZ to work.The purpose of this role is to enable the effective implementation of Human Resources priorities and team effectiveness for our leaders through partnering, coaching and delivery.This role will support the identification, prioritisation and implementation of Human Resources initiatives in-line with our employee life cycle and people strategy.The role applies strong business knowledge to ensure the successful implementation of initiatives that drive organisational change and continuously improve Amplifon NZ's business performance.
**KEY ACTIVITIES**
**Business Partnering**:

- Support the embedding of HR initiatives into the business, and be the proactive connection between the HR team to ensure clear planning, prioritisation, support, communication and delivery (e.g. engagement, recognition, our values, talent management, Performance Development Review (PDR) & succession planning etc.)
- Ensure HR plans and processes drive leadership capability, organisational change and business performance.
- Identify and understand business needs, issues and priorities and provide this insight to the Head of HR and other HR team members to guide the HR strategy planning and content development.
- Continue to develop and maintain a working knowledge of business strategies and operating plans to ensure the delivery of HR initiatives is linked to meeting business needs and challenges and increasing business performance.
- Ensure business leaders are accountable for and take ownership of business as usual activities.
- Coach, counsel and guide leaders in order to develop their leadership skills and support them in their implementation of people initiatives.

**Employee Relations**:

- Provide counsel and direction to employees and managers in order to address employment related matter. Stay on current on employment legislation matters and ensure compliance with these.
- Provide employee relations expertise to manager and employees.
- Conduct investigations as required for serious potential conduct breaches. Ensure employment relations issues are effectively managed to minimise risk, cost and disruption. Liaise with external employment lawyer for support with any complex cases.

**Remuneration, Benefits, and Labour Costing**:

- Support the HR Operations Lead with coordinating all external benchmarking activities with remuneration providers, including providing Mercer and EY with relevant market data when required, benchmarking for the annual salary review period and ongoing review of internal benchmarking each year.
- Partner with the HR Operations Lead to ensure:

- remuneration practices follow Corporate requirements and any regional or global policies.
- all remuneration changes are undertaken in accordance with delegated authorities.
- Communication with business leaders of salary review and performance management inputs
- Deliver projects in partnership with the HR Operations Lead to address specific remuneration issues..
- Proactively manage headcount to ensure labour budget is not exceeded.
- On a monthly basis, check labour budget against projected incoming labour requirements for the business to ensure budget is adhered to.
- Participate in the implementation and administration of compensation, bonus and incentive programs and structures.
- Working closely with managers to administer the salary review process, bonus and reward programs.

**Coaching and Manager Support / Operational execution**:

- Provide coaching, support and advice to managers on people leadership and performance issues.
- Provide training to managers on core HR issues as part of induction and/or Leadership Foundations training programmes.
- Work with relevant managers to respond to individual employee issues appropriately as required.

**Retention initiatives**:

- Coordinate retention initiatives such as quarterly retention assessments and retention bonuses. Identify key retention issues, make recommendations for new retention initiatives and implement as required.
- Work with the Head of HR on introducing a more effective career path and planning tools for front line team members.

**Employee Experience & Engagement**:

- Oversee Global engagement survey that occurs every 2 years, work with Managers and other leaders to take actions which positively impact employee commitment and turn high engagement into stronger employee retention with a particular focus on the clinical teams.
- Ensure all Managers and are fully briefed on engagement results for their Business Unit/Area.
- Support managers in development of engagement action plans - with t

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