Panamax - Manager/Senior Manager - HR Business Partner (5-6 yrs)

Primary Purpose: Lead change initiatives within the organization by enhancing the Human Resources leadership team's efforts. Assist in implementing change management strategies at the Business Unit (BU) level. Enable the BU to effectively retain and cultivate internal talent to achieve a seamless alignment between current and future talent requirements of the organization. Ensure scalability of talent management practices to support organizational growth and evolution.

Key Accountabilities/Activities:

Employee Life cycle Management (45%):

- Lead the design, development, and execution of cross-functional programs and employee engagement initiatives aimed at enhancing performance and reducing attrition rates.

- Collaborate with Recruiting and FP&A teams to understand headcount needs and proactively identify workforce management issues.

- Provide hiring support to Business Units to fulfill manpower requirements within approved Service Level Agreements (SLAs). Conduct quality of hire analysis for BUs and provide feedback to the Talent Acquisition (TA) team. Ensure resolution of background verification cases.

- Facilitate the onboarding process for new employees and ensure smooth induction for respective BU.

- Manage all employee touch points for respective BUs, including anniversary one-on-ones, day one-on-ones, Early Warning System (EWS) interactions, e-NPS surveys (EE, Leadership, and pulse surveys) and High Tea with a Leader sessions, drive actionable to enhance employee experience.

- Drive various interface programs to strategically improve talent retention at the BU level.

- Assist BU leadership in achieving retention targets for segmented groups/divisions.

- Identify high-potential performers, support BU leaders in retaining them, and facilitate their career growth within the organization by identifying learning needs and providing necessary support.

- Implement and drive quarterly score cards for each member in respective BU.

- Manage bottom quartile performers by issuing performance improvement plans, monitoring progress, and driving decisions in consultation with BU leaders.

- Review and analyze business unit data to identify trends and recommend solutions to improve performance, retention, and employee experience.

- Serve as a single point of contact for all employee grievances and ensure their closure by collaborating closely with other support teams.

- Partner with business groups to assess, create, and implement innovative solutions for various employee engagement initiatives within the BU.

- Develop expertise in HR philosophies, practices, and tools (compensation, performance management, recruitment, people, and leader development) and educate business leaders at all levels to optimize talent management.

- Support annual HR processes and guide leaders to enhance their knowledge and self-sufficiency.

- Ensure effective rewards and recognition programs at the BU level.

- Assist BU leaders in executing BU-level events, gatherings, quarterly meetings, and knowledge-sharing sessions.

- Track and manage cadence meetings with BU heads and ensure timely resolution of all employee issues.

- Conduct exit interviews to understand overall employee experience and reasons behind leaving, discuss issues during cadence with BU leaders and drive actions to curb BU specific attrition %age

- Plan and conduct celebrations to recognize and celebrate small wins at the department, IBU, and SBU level

- Implement rewards & recognition initiatives for respective BU

Business Partnering & Communication:

- Understand and align with BU level business priorities to provide effective HR and administrative support to business/functional leadership teams

- Conduct workforce planning initiatives to ensure alignment with BU-level business priorities and optimize human resources costs effectively.

- Write BU-level SOPs for all master policies, ensure the implementation and adherence at BU level

- Interpret and implement HR policies to ensure consistency in people practices across the BU

- Reinforce workplace ethics and values to foster discipline and adherence to code of conduct among employees

- Plan and execute communication initiatives (townhalls, targetted group meetings, 1:1s etc.) in collaboration with BU and corporate leadership to maintain transparency and consistency

- Facilitate KRA communication for all employees and ensure timely KRA creation for new joiners, drive compliance in performance management cycle including appraisal completion, probation completion, and Performance Improvement Plan creation, participate in talent management initiatives, sensitize employees on learning and development processes.

- Become a subject matter expert on HR philosophies, practice & tools (compensation, performance management, recruitment, people and leader development; teach your business leaders at all levels how to work within the frameworks to optimize talent management (right person, right role, right time); support annual HR processes, guiding your leaders to improve their own knowledge and self-sufficiency.

- Extend support to learning partner team for succession planning, and skills assessment

- Effectively track and manage cadence meetings with BU heads and track all employee issues to closure

- Support the learning partner team in training need analysis for the business with focus on productivity and building capability for the future also encompassing assessment of employees of respective BU to develop, design and facilitate training programs.

- Review and analyze business unit data to identify trends and recommend solutions to improve performance, retention, and employee experience.

- Work with your business leaders to ensure the team is operating as efficiently as possible; become a trusted confidante, effectively share perspective.

Change Management Support (35%)

- Extend support to HRBP leader in driving transformation action projects like - launch of HRBP framework, game theory-based R&R, listening organization projects, EWS, Annual PMS as per GMPR framework etc.

- Ensure that project charter and clear WBS is created for all implementations and all stakeholders are kept informed on all key developments.

- Conduct required research to implement any change management project

- Effectively lead the communication plan implementation pertaining to all HR change management initiatives at BU level and ensure that they are closed with maximum percolation till the grass root level.

- Effectively support the leadership team and HRMS implementation team in implementing the HRMS tool by supporting the HRMS project at the adoption stage thus ensuring that adoption level across the organization ensure that the percolation and adoption is more than 90% across the organization

- Effectively support the leadership team in running Annual Potential Review Program, thus manage the high performer career management seamlessly.

- Effectively support the leadership team in resource management strategies thus utilizing the existing skill pool in building efficient and productive teams across service lines.

- Innovate and create process improvements for people processes to reduce delivery timelines and yet maintain quality.

- Extend support to HR leadership in preparing annual budgets for HRBP activities

- Conduct comprehensive research on innovative technologies aimed at enhancing operational efficiency and facilitating automation initiatives throughout the Business Unit.

BU specific people analytics and insights: (Time 20%):

- Create reports like ATRs coming from all employee touchpoints, Quarterly Business Reviews (QBR), Daily Activity reports (DAR), employee connect data, etc at the prefixed frequencies to support PMO team in updating central dashboards, derive insights and drive decisions

- Support in developing VOE dashboard using information from all people touch points and use the same to derive insights that should form the basis for upcoming interventions.

- Effectively ensure that SLAs are met for all employee grievances and cadence meeting dashboard is always well updated.

- Share attrition, employee grievance report, ATRs, survey results (EE & Leadership) etc. with HRBP leader as well as respective BU leader as per defined frequencies

- Provide employee intelligence and inputs on pain areas time to time to fix issues before they become severe

Desirable: Demonstrable experience in project management and executing change management projects.

- Effective in working with peers, business leaders, and other colleagues embracing different people and cultures to positively impact business performance and foster strong teamwork and inclusion

- Willingness to learn and continuously improve; demonstrates courage when needed

- Proficient with Microsoft Office (Word, Excel, PowerPoint)

- Exceptional verbal and written communication skills

- Ability to act independently with minimal supervision

- Ability to manage multiple assignments simultaneously.

- Strong organizational and time management skills

- Knowledgeable of employment law, organizational design, workforce planning, employee relations, and performance management

- Must be able to handle ambiguity and work in fast paced environment

- Demonstrated business acumen (i.e., ability to understand key aspects of the company's business strategy