Summary: The HR Business Partner will work closely with business leaders to align HR strategies with organizational objectives. The role involves driving core HR initiatives across workforce planning, performance management, employee engagement, and change management, while ensuring operational excellence, governance, and continuous improvement.
Key Responsibilities:
Strategic HR Business Partnering
- Partner with business leaders on workforce planning, manpower budgeting, succession planning, and organizational restructuring.
- Provide strategic inputs for new business lines, scale-up initiatives, and change management programs.
- Support leadership in building high-performing teams aligned with business priorities.
Talent Management & Performance
- Drive performance management processes, including goal setting, reviews, feedback mechanisms, and calibration.
- Design and implement talent development initiatives, career progression frameworks, and learning interventions.
- Establish and manage performance mechanisms for new and emerging business lines.
Employee Engagement, Retention & Rewards - Lead attrition analysis, retention strategies, and employee engagement programs.
- Own Rewards & Recognition (R&R) programs end-to-end, ensuring alignment with performance and culture.
- Manage employee grievance handling and foster a positive employee relations environment.
HR Operations & Employee Lifecycle
- Oversee end-to-end employee lifecycle management, including onboarding, exits, and exit interviews.
- Ensure accurate maintenance of employee databases, personnel records, HR letters, certificates, and documentation.
- Drive continuous improvement in recruitment quality and reduction in turnaround time (TAT).
Governance, Policies & Compliance
- Review, redesign, and implement HR policies, processes, and guidelines in line with business and statutory requirements.
- Ensure consistent application of HR policies across departments.
HR Analytics, MIS & Reporting
- Own HR MIS and dashboards, providing insights on headcount, attrition, performance, engagement, and workforce trends.
- Prepare and present periodic HR reports for leadership, including quarterly and annual summaries.
- Leverage advanced Excel skills (VLOOKUP, HLOOKUP, dashboards) for data analysis and reporting.
Communication & Culture Building
- Lead internal and external HR communications, including quarterly newsletters and HR annual reports.
- Plan and execute organizational events such as annual awards, employee engagement activities, wellness initiatives, and town halls.