Human Resources Business Partner

To thrive as a Human Resources Business Partner at LeoVegas, candidates must possess a Bachelor’s degree in Human Resources or a related field, alongside at least 5 years of experience in a similar HRBP role. Being comfortable communicating in English is vital, as it's our corporate language. A strong grasp of Colombian labour laws and proven experience handling intricate employee relations issues is essential for effectively navigating this role.

As a Human Resources Business Partner at LeoVegas, you will be responsible for nurturing a positive work environment by addressing employee concerns, managing disciplinary actions, and assisting managers with employee relations issues. You’ll also oversee talent acquisition strategies, develop talent retention initiatives, and ensure that HR policies comply with local laws while aligning with our global practices.

The Human Resources Business Partner plays a vital role in supporting LeoVegas employees by addressing their concerns and helping to resolve conflicts. They conduct thorough investigations into employee relations issues and recommend corrective actions, ultimately fostering a supportive and inclusive workplace where employees feel valued and engaged.

The work environment for a Human Resources Business Partner at LeoVegas is fast-paced and agile, with hybrid work arrangements allowing for flexibility. You’ll work collaboratively with a diverse group of over 1400 team members across 11 offices worldwide. Regular interaction with management and stakeholders will be key to driving HR initiatives that resonate both locally and globally.

LeoVegas offers an impressive benefits package for the Human Resources Business Partner position, including a comprehensive health plan, a performance bonus, wellness assistance, and assistance with English courses. Additionally, employees enjoy in-office meals on select days along with a hybrid work environment that fosters work-life balance.

When answering this question, emphasize your previous experiences handling complex employee relations cases. Discuss specific situations where you resolved conflicts effectively, demonstrating your understanding of local labor laws and how you enforced them.

Provide examples of how you developed and executed HR strategies that supported organizational objectives. Talk about your role in performance management and talent acquisition, and how your initiatives positively impacted the business.

To assure compliance with local labor laws, explain your methods for staying updated with regulations, performing audits, and providing training to staff on HR policies that align with the legal requirements. Highlight any experiences where you successfully navigated compliance challenges.

Discuss your strategies for promoting diversity and inclusion within the workplace. Outline initiatives such as employee engagement surveys, open forums for communication, and team-building activities that you’ve implemented to create a collaborative culture.

Share a success story regarding talent retention, highlighting specific strategies such as mentorship programs, career development opportunities, or wellness initiatives that led to an increase in employee satisfaction and retention rates.

Discuss your approach to performance appraisals, including how you coach managers on providing constructive feedback. Emphasize the importance of setting clear goals and ensuring that the appraisal process is fair and aligned with company values.

Articulate the significance of effective communication in HR management. Explain how transparency and open communication channels can enhance employee trust and lead to a more engaged workforce.

Share your conflict resolution process, describing how you facilitate open discussions and encourage collaboration to find common ground. Demonstrate your ability to listen actively and remain unbiased while guiding the conversation.

Explain specific metrics you utilize to assess HR initiatives, such as turnover rates, employee satisfaction scores, or the success of training programs. Highlight how these metrics inform your strategies and influence decision-making.

Discuss how an HRBP's understanding of the business impacts their ability to create effective HR strategies. Explain how this knowledge enables HR to align its initiatives with business needs, fostering organizational growth and success.