This role matters to us…
We are seeking an HR Business Partner who will play a pivotal role in implementing new HR operating models, processes, and technology, and in supporting our leaders through the People & Cultural transformation. This role involves executing HR strategies and providing expert advice to senior leaders on all HR-related matters. You will oversee talent management activities, including talent development, organization-wide employee engagement, people analytics, and the resolution of various employee-related issues throughout their lifecycle. As an HR Business Partner, you will work closely with business leaders to formulate people strategies, resolve concerns, and participate in all business meetings focused on HR or people-related topics. You will also collaborate with colleagues in the HR function to conduct policy reviews, ensuring legal compliance and the effective implementation of the organization's strategy.
Let’s know about Job Role:
If you choose to join us, your key responsibilities will be…
- You will partner with and support leaders across our business unit on all people related matters. Besides driving the delivery of the annual HR cycle, on daily basis you will find yourself coaching leaders on building high performing, resilient and diverse teams.
- You will interpret local policy and provide advice on addressing performance issues. This and anything related to the local deployment of our people strategy will be within your remit. You will furthermore be the owner of delivering great employee experience in the BU you partner.
- You will have the support of great colleagues and professionals! You will work closely with the entire people team including Total Rewards and Engagement & Development, who will support you with expertise around specific HR processes.
- You will work in a dynamic environment, drawing on your broad HR toolbox to coach and support leaders through a time of great business transformation
- You will have a unique opportunity to stretch your capabilities by learning from, sparring with, and building lasting relationships with diverse and professional colleagues all over the world.
- Plans, leads, develops, coordinates, and implements policies, processes, training, initiatives, and surveys to support the organization’s human resource compliance and strategy needs.
- Review and analyze business metrics including data on retention and employee experience to recommend systemic improvements.
- Partner with the business to lead both annual and mid-year review processes which focus on performance management and talent development.
- Conducts research and analysis of organizational trends including review of reports and metrics from the organization’s Human Resource Information System (HRIS) or Talent Management System.
- Required to identify and assess complex problems for area of responsibility and create relevant solutions to address.
- Highlight risks to stakeholders and propose action plans wherever needed. Transformation mindset and eye for identifying automation/process improvement opportunities.
- End to end employee life cycle management along with the extended HR team for all the employees.
- Joining, Probation, Confirmation, PIP, appraisals, grievance, events to exit management for all employees.
- Provide analysis, interpretation, observations, recommendations, and action planning based on employee surveys.
- Discuss career-pathing options with high-potential employees and boost employee morale by implementing performance-based bonuses for the org unit in a timely manner.
- Create organizational charts and define each position's responsibilities with the help of leaders and TA.
- Organize quarterly and annual performance review sessions.
- Manage department's budget along with Business inputs.
- Calculate employee engagement metrics, LEAP, manage studies around retention and turnover rates.
- Retention cases to be discussed with Team Leaders, Managers, employee and Management, present for approval and follow up with HR ops until letter is issued.
- CTC Correction cases and Promotion cases to be discussed with Team Leader, Managers, employee and Management, present for approval and follow up with HR ops until letter is issued.
- Attend and engage on HR topics in Cascaded meetings with all Managers.
- Support business vertical and maintain the master data with relevant information for the entire employee strength.
- Conduct orientation meetings with new joiners and Exit interviews with resigned employees in a timely manner.