Human Resources Business Partner

Career Area:

Job Description:

Your Work Shapes the World at Caterpillar Inc.

When you join Caterpillar yourejoining a global team who cares not just about the work we do but also about each other. We are the makers problem solvers and future world builders who are creating stronger more sustainable communities. We dontjust talk about progress and innovation here we make it happen with our customers where we work and live. Together we are building a better world so we can all enjoy living in it.

This position serves as the primary Human Resources support for the Asia Pacific South Region which includes Australia New Zealand and Papua New Guinea for Solar Turbines a Caterpillar company.

This position will report to the Human Resources Manager based in the US.

As the Human Resources Business Partner you will be the strategic liaison between HR and the business who implements HR strategies aligned with business objectives provides guidance on HR policies and practices and fosters a culture of employee engagement and development.

Responsibilities Include but not limited to;

• Collaborating with senior management as a strategic advisor helping identify and prioritize HR initiatives that align with the organizations strategic goals and objectives.
• Aligning HR policies and programs for their business unit or region which promote employee engagement retention and performance.
• Acting as a trusted coach providing guidance to leaders and managers on HRrelated matters including performance management compensation and benefits etc
• Analyzing HR metrics and data to identify trends and opportunities and develop a story to provide datadriven recommendations to senior management.

Qualifications Required:

• University degree or equivalent experience in a related field.

• Prior working experience in human resources function

• Must be proficient in the full MS office suite

Skill Descriptors
Business Acumen: Knowledge of business concepts tools and processes that are needed for making sound decisions in the context of the companys business; ability to apply this knowledge appropriately to diverse situations.
Level Working Knowledge:
Comments on the organizations business model and financial goals.
Communicates key considerations for business decision making process.
Cites examples of types of information needed to make sound business decisions.
Participates in business task to get things done in own unit or area.
Caters to key stakeholders and their priorities.

Knowledge of Organization: Knowledge of the organizations vision structure culture philosophy operating principles values and code of ethics; ability to understand the value of aligning capabilities with business goals to support optimal performance.
Level Working Knowledge:
Applies organizations operating principles and practices within own business unit.
Supports the mission vision and objectives of own department or unit.
Assesses local and industry examples of acceptable and unacceptable business practices.
Obtains information regarding key players key issues and key strategies in own unit.
Specifies the roles and responsibilities of own business unit.

Decision Making and Critical Thinking: Knowledge of the decisionmaking process and associated tools and techniques; ability to accurately analyze situations and reach productive decisions based on informed judgment.
Level Working Knowledge:
Applies an assigned technique for critical thinking in a decisionmaking process.
Identifies obtains and organizes relevant data and ideas.
Participates in documenting data ideas players stakeholders and processes.
Recognizes clarifies and prioritizes concerns.
Assists in assessing risks benefits and consideration of alternatives.

Influencing: Knowledge of effective influencing tactics and strategies; ability to impact decisions within and outside own organization.
Level Working Knowledge:
Develops basic persuasive arguments.
Discusses organizational culture around providing input on decisions.
Uses active listening skills and probing techniques to surface opportunities to influence.
Identifies who the decision makers are and how they receive information.
Regularly presents ideas or suggestions to associates in persuasive terms.

Data Gathering and Reporting: Knowledge of tools techniques and processes for gathering and reporting data; ability to practice them in a particular department or division of a company.
Level Working Knowledge:
Detects and summarizes patterns in data and findings by producing simple reports.
Assesses common problems and obstacles surrounding datagathering.
Customizes data fields to meet clients needs.
Interprets and explains results of a datagathering initiative.
Participates in projects to gather data for needs analysis.

Employee Relations: Knowledge of the rights and obligations in the employee relations; ability to adhere to legal requirements when handling employee negotiations.
Level Working Knowledge:
Assists employees with personal or professional problems.
Conducts employee satisfaction surveys and documents interviewees concerns and issues.
Explains organizational policies procedures and processes for dealing with employee relations issues.
Addresses routine problems or disciplinary issues related to employee relations such as grievances.
Interprets and communicates employee relations policies and procedures at the local level.

HR: Policies Standards and Procedures: Knowledge of human resource function; ability to uphold the organizations and industrys standards procedures and policies regarding human resources management.
Level Working Knowledge:
Analyzes policy and standards documentation and ensures organizational compliance.
Maintains a specific set of standards and associated HR procedures.
Communicates and refers potential exceptions upward for review and approval.
Assists in the development and implementation of specific procedures.
Provides feedback for the improvement of HR procedures.

Talent Management: Knowledge of how an organization attracts recruits retains identifies and develops talent; ability to develop the talent required for an organization to achieve its shortterm and longterm goals.

Level Working Knowledge:
Implements campaigns designed to attract talented individuals to the organization.
Evaluates the competencies and personal attributes of prospective employees vs. desired qualities.
Coordinates reward and recognition programs designed to retain desirable employees.
Participates in assessing the competencies present in current members of the organization.
Analyzes talent development needs and maintains a list of highpotential employees.

Benefits:

• Competitive remuneration package including a great bonus structure and share options.

• Intentional career development with exposure to global teams and markets.

• A strong commitment to safety and your wellbeing

• An inclusive workplace culture focused on quality customer service and the environment

• A commitment to diversity and inclusion equal opportunity and equal outcome

• The opportunity to do truly meaningful work in a supportive constructive culture that encourages you to make the most of your talents.

Caterpillar of Australia is not currently hiring foreign national applicants that require or will require sponsorship.

Posting Dates:

Caterpillar is an Equal Opportunity Employer (EEO).

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