HR Business Partner

The HR Business Partner at Strategic Assets is responsible for overseeing talent acquisition, implementing digital recruitment strategies, managing performance evaluations, and developing training programs. You'll collaborate with Internal Audit heads to create employee rotation opportunities and handle KPI setting while ensuring compliance with policies and guiding HR processes.

To apply for the HR Business Partner role at Strategic Assets, candidates should possess a Bachelor's degree in Human Resources, Business Administration, or a related field. Preferred certifications include CIPD and SHRM. Additionally, at least 8 years of relevant HR experience, especially in recruitment and performance management, is required.

Proficiency in multiple languages such as English, Russian, and Turkish is crucial for an HR Business Partner at Strategic Assets because it enables effective communication with diverse team members and stakeholders, enhances the recruitment process across different regions, and fosters inclusivity within the workplace.

The HR Business Partner at Strategic Assets contributes to employee development by developing tailored training programs and managing the Annual Development Plan. This role also focuses on succession planning and mentorship to identify and nurture top performers, ensuring continuous growth and learning within the organization.

An HR Business Partner at Strategic Assets should be proficient in tools such as MS Office, SAP, SuccessFactors, and various recruitment platforms. Familiarity with these systems helps streamline HR processes and enhances the ability to manage performance metrics effectively.

In response to this question, focus on describing innovative digital recruitment strategies you would implement, such as using social media platforms for outreach and leveraging data analytics to target potential candidates effectively.

Share your systematic approach to performance evaluations, emphasizing the importance of setting clear KPIs, providing constructive feedback, and engaging employees in self-assessment processes to foster a culture of continuous improvement.

Use the STAR method to outline a specific instance where you developed a training program. Highlight the objectives, implementation process, feedback received, and the measurable impact on employee performance.

Discuss your hands-on experience with employee rotation systems, explaining how you have facilitated these initiatives, the benefits observed in skill development, and any challenges you overcame during the process.

Explain your approach to ensuring compliance, which could include regular audits, updating policies as necessary, and offering training sessions for employees to familiarize them with compliance standards.

Talk about utilizing market research, compensation surveys, and industry standards to benchmark salaries, as well as how you communicate these findings to ensure transparency within the organization.

Describe your methods for identifying top performers through performance metrics and feedback mechanisms, and explain how you create tailored development plans to nurture their skills and advance their careers.

Discuss the critical role mentorship plays in talent development, emphasizing how it promotes knowledge sharing, supports career advancement, and strengthens the overall team dynamic.

Provide insights into your systematic approach for managing HR processes across multiple entities, including establishing standard operating procedures while accommodating local nuances and regulatory requirements.

Share your strategies for staying informed about HR trends, such as participating in conferences, attending webinars, reading industry publications, and networking with other HR professionals to continuously enhance your knowledge base.