Job Description

Primary Details Time Type: Full time

Worker Type: Contingent Worker

The purpose of this role is to provide a high quality HR business partnering service to an allocated business team in a large operation or to a small to medium size operation. A key influencing and leadership role, it is accountable for the quality of HR service delivery, including a high quality HR partnering service. A key priority will be ensuring that the focus is on people related activity that will contribute to the delivery of the business strategy \xe2\x80\x93 this includes workforce planning, talent management, and change leadership. This role is also accountable for ensuring the HR operating model is effectively applied in practice. This includes the brokering of technical expertise through the Regional HR team. This role is a key member of the HR business partnering team and working closely with business leaders and other members of the HR team, plays a key role in the delivery of a strategically oriented, and high performing, HR service.

Primary Responsibilities

• Acquire business intelligence (by developing knowledge and understanding of business area and its strategies people priorities, issues and challenges) to inform and contribute to the development and alignment of the HR service delivery to the business
• Execute the HR strategy and plan; to actively drive the people agenda through the allocated business to ensure people management practices are effective and compliant
• Utilize HR metrics in portfolio to develop strategies to reduce risks, influence costs efficacy and to address people related priorities, issues and challenges
• Appropriate deployment, and contribution to the development of policies, processes and procedures in line with QBE HR Strategy, to best meet the needs of the business
• Successfully manage annual processes for respective business areas (e.g. salary review, annual bonus application, PMP rating, headcount and people cost budgeting etc..) to ensure effective and compliant application
• Proactively identifies and responds to the business by delivering quality HRBP services for the allocated business team.
• Build strong and effective relationships with business leaders to raise creditability and to develop a deep knowledge and understanding of key business priorities, issues and challenges to deliver and add value as a commercially focused HRBP service
• Provide advice on all HR matters, including compensation and benefits, performance management and HR policies and procedures to ensure the management people resources is cost efficient, effective and compliant with best practice/legislation/regulatory standards
• Coach, educate and support business leaders on appropriate people related solutions that will contribute to the success of the business unit.
• Identify and communicate potential people issues and opportunities to influence the business to recognize and take appropriate action
• Manage and drive \xe2\x80\x98people\xe2\x80\x99 activity in business related change projects i.e. acquisitions, restructures, etc. to identify and ensure any people issues are appropriately considered by the business in both design and implementation
• May oversee the administrative function in smaller business operation
• May mentor and coach less experienced members of the team
• May plan own and team priorities and activities to ensure delivery is in line with HR plan requirements
• Develop a learning culture in HR to share and develop skills and capability in people management, organizational design and appropriate culture development

Preferred Competencies/Skills

• Relationship Management and influencing skills
• Consulting and negotiation skills
• Tenacity and resilience
• Coaching and leadership
• Problem solving
• Ability to work independently and use initiative
• Business Leadership
• Strategy -- Understand Strategies
• Business acumen -- Demonstrate Business & Financial Acumen.
• People Leadership
• Influence \xe2\x80\x93 Solicit Support
• Relationships \xe2\x80\x93 Relate Well to Others
• Talent Mindset \xe2\x80\x93 Coach Others
• Communication & Collaboration \xe2\x80\x93 Communicate and Listen Effectively
• Organization Structuring
• Describes the organizational structure and the competitive rationale behind it.
• Analyses the team\'s potential to optimize organizational performance.
• Raises awareness of tensions such as contradictory goals and inadequate checks on accountability.
• Recommends modifications to the team\'s structure or infrastructure that could enhance performance.
• Monitors best practices in organizational structuring both internal and external to the organization.
• Organizational Change Management
• Identifies relevance of organizational change on own team or work effort.
• Participates in planning change effort for own team or functional specialty.
• Adjusts own work effort, style, and content to support desired change.
• Employs available and relevant resources for implementing change.
• Evaluates potential impact of changes and identifies ways to increase acceptance.
• Human Resources Policies, Strategies And Environment
• Executes the mission, vision and objectives of the HR function.
• Implements major HR programs, initiatives and issues within the organization.
• Follows standard processes for handling HR policy breaches.
• Provides feedback for the improvement of organizational HR policies, strategies and environment.
• Produces an organizational development model used within the organization.
• Human Resources Consulting
• Utilizes a specific management consulting process.
• Applies a specific HR consulting model in an engagement.
• Provides line management with written reports proposing options and courses of action for HR issues.
• Facilitates meetings for gathering HR data, implementing HR strategies and resolving HR problems.
• Interprets various sets of HR data in coming to conclusions and proposing actions.
• Workforce Development
• Staffs the team by using a rigorous process and competency standards for hiring or selecting job candidates.
• Matches people to roles that best fit their capabilities.
• Develops and implements strategies for retaining excellent performing employees.
• Implements development planning programs that complement annual performance evaluations.
• Provides diverse forms of learning activities to accommodate multiple needs, styles, and schedules.
• Talent Management
• Implements campaigns designed to attract talented individuals to the organization.
• Participates in assessing the competencies present in current members of the organization.
• Analyses talent development needs and maintains a list of high-potential employees.
• Evaluates the competencies and personal attributes of prospective employees vs. desired qualities.
• Coordinates reward and recognition programs designed to retain desirable employees.
• Workforce Analytics
• Gathers data and conducts research to monitor workforce trends.
• Implements appropriate analytical tools and applications in workforce project operations.
• Follows policies and standards to measure workforce performance.
• Generates reports to senior colleagues to support ad hoc projects and dashboards.
• Reports problems that arise in the data collection process.

Preferred Experience

• 3+ years experience in Human Resources
• Tertiary qualification and professional body of knowledge
• Exposure to complex financial services business
• Track record of successfully:
• Understanding and interpreting customer needs with respect to relevant HR discipline
• Delivering relevant high-quality services to internal customer satisfaction

Preferred Knowledge

• Broad technical HR knowledge
• QBE Business knowledge
• QBE HR policy, process and procedures
• Change management disciplines
• Strong working knowledge of internal and external trends in HR
• Up to date and timely knowledge of employment legislation
• Excellent understanding of best practice in HR management and \xe2\x80\x98local\xe2\x80\x99 employment marketplace
• Very good understanding of both internal business drivers and industry dynamics

QBE Cultural DNA

• Everything we do at QBE is underpinned by our DNA (which interlinks seven cultural elements) \xe2\x80\x93 because we know it\'s not just what we do that matters, it\'s how we do it that makes the difference. We expect all employees to role model and inspire the right behaviours that link to our cultural elements:
• We are customer-focused
• We are technical experts
• We are inclusive
• We are fast-paced
• We are courageous
• We are accountable
• We are a team
• All employees are expected to adhere to QBE\xe2\x80\x99s Code of Ethics and Conduct and apply sound risk management practices

US Only - Disclaimer

• To successfully perform this job, the individual must be able to perform each essential job responsibility satisfactorily. Reasonable accommodations may be made to enable an individual with disabilities to perform the essential job responsibilities.

Global Disclaimer

• The duties listed in this job description do not limit the assignment of work. They are not to be construed as a complete list of the duties normally to be performed in the position or those occasionally assigned outside an employee\xe2\x80\x99s normal duties. Our Group Code of Ethics and Conduct addresses the responsibilities we all have at QBE to our company, to each other and to our customers, suppliers, communities and governments. It provides clear guidance to help us to make good judgement calls.

How to Apply:

To submit your application, click "Apply" and follow the step by step process.

Equal Employment Opportunity:

QBE is an equal opportunity employer and is required to comply with equal employment opportunity legislation in each jurisdiction it operates.

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