Odiri Ajakpovi

HR BUSINESS PARTNER AJAKPOVI Odiri Endurance – ACIPM, MBA, PMP The HRBP Role Evolution of Strategic HRBP Employee engagement framework My first Three (3) Months with Omega Driving a positive and Healthy culture My successful initiatives OUTLINE Dealing with High attrition rate Key result areas and KPI’s for HRBP’S Service interface/ service delivery Customers Strategies, Policies and programs Self Service (Tier 0)  Portal/Knowledgebase  Interactive voice response Vendors THE HRBP ROLE Centres of Excellence (COE)     Employees Design programs Develop and govern policies Deliver specialty services to groups Provide tier 3 support to solutions centre Solutions Centre Tier 1 & 2 • • • • • Line Manager Answer basic questions Perform transactions Provide administrative support Run and distribute reports Analyse routine data HR Business Partners  Advise and consult with Group leaders and managers  Identify and address Group HR issues  Assist in the design and implementation of COE programs  Liaise with COE’s Key Attributes:  Leverage centralized and decentralized components.  Heighten focus on customer.  Leverage technologies  Focuses on proactive analysis and responses  Increases service delivery Evolution of Strategic HRBP – David Ulrich STRATEGIC HRBP DOMAIN EXPERTS CHANGE AGENT EMPLOYEE CHAMPION ADMINISTRATIVE EXPERT   Documentation Record Keeping    Advocacy Conflict Management/ Resolution Counselling  Ambassador for organisational changes      Payroll Talent Management Talent Acquisition Welfare Compensation and Benefits    HR Strategy Data and Analytics Stakeholder Management EMPLOYEE ENGAGEMENT IMPORTANCE OF ANFRAMEWORK HRBP Driving employee engagements Effective talent management Effective Performance management system Maintain positive relationship between employer and employees Using data and analytics to continuously help management make smart decisions Key Engagement Levers by Gill Taylor      Involvement in decision making Healthy and safe working environment Great Leadership and management Training and Development Ensuring all roles count 5 EMPLOYEE TEAM ENGAGEMENT Esteem organization Foster Community Serve Customers Connect Authentic Recognition Engage Craft Strategy Develop Career Leverage Energies Achieve Results Experience Well being MY FIRST THREE (3) MONTHS AS HRBP WITH OMEGA FOODS 0 – 14 Days Orientation & Learn Take all required trainings and HR orientation Procedure, meet with Buddy and team mates Study the company vision, mission and strategy. Learn the company culture and policies. 15 – 40 Days Collaborate Meet as many people as possible. Get to understand my expected deliverables from the General Manager, Set re-occurring meetings with key members of supply chain and manufacturing departments to understand operations and how I will make impact 41 – 60 Days Initiative Learn the market, competitive landscape and products. Review existing HR processes, understand (review) existing team goals and metrics. Create a frame work for handling key business challenges. 61 – 80 Days Quick Wins Review previous employee surveys (If any). Carry out employee engagement surveys and act on feedbacks, identify key arear or policies/ processes that needs revamping. 81 – 90+ Days Performance Build on quick wins, come up with strategic short, medium and long term goals. Create a system to track performance and foster employee satisfaction 07 DRIVING A POSITIVE AND HEALTHY CULTURE 1. Define Workplace sample 8. Monitor progress 2. Administer survey 7. Implement strategies 3. Analyse results 6. Develop strategies 5. Develop team 4. Form project team MY SUCCESSFUL INITIATIVES TO SUPPORT STAFF ENGAGEMENT STAY INTERVIEWS Recognize good employee behavior Coaching and Mentoring Employee incentive programs Employee Assistance Program (EAP) Employees are encouraged to discuss their career development needs as well as any blockers to their long-term success at the organization. Thank you cards, Events, Gift Cards, Surprise Lunch and the Wow Wall Employees are allowed to select their coaches and mentors for either personal or professional development. SHORT TERM INCENTIVES: Profit sharing, Tuition reimbursement, Retention Bonus LONG TERM INCENTIVES: Cash base incentives upon achieving a predefined length of service and paid family leave upon reaching a predefined length of service. A work based intervention program that offers free and confidential assessments, shortterm counselling and referrals with the aim of resolving personal problems that may be adversely impact negatively on performance Carry out a survey to ascertain the levels of staff engagement Engaged Not Engaged Set clear expectations and tap into their strengths Actively Disengaged DEALING WITH HIGH ATTRITION RATE Spend time discussing roles, defining goals and Create a culture of awareness adjusting expectations. And provide regular feedback Job satisfaction for Keep compensation & Benefits current employees is directly correlated with how useful and connected they feel — and whether Carry out salary reviews Offer Flexibility they have the ability to to check we are paying th up to the 70 percentile provide feedback that will make a difference Today’s employees crave a flexible life/work balance. That impacts retention directly. if you’re not offering employees flexibility around work hours and locations, they might easily leave you for someone who will. KEY RESULTS AREAS AND KPI’s FOR A HR BUSINESS PARTNER Strategic Partner Partner with line managers and functional leadership in performance management and other HR processes such as People review, succession planning and management, IDP’s and PIP’s. Change Agent Implement HR processes, policies, and standards in accordance with legislative and cultural environment. Lead change management initiatives and the mitigate risks involve. Employee Champion implement talent identification, engagement, performance management, capability development and retention strategies to meet the workforce requirement of the business. THANK YOU