NNIIT - HR Business Partner
22 hours ago
Objective:
As an HR Business Partner (HRBP), you will work closely with business leaders to align HR strategies with overall business objectives.
You will play a key role in influencing and advising leadership teams on HR practices, talent management, employee relations, organizational development, and more.
You will act as a trusted advisor and partner to the business, ensuring HR initiatives drive performance, engagement, and retention.
Key Responsibilities:
Strategic HR Support:
- Partner with leadership teams to understand business objectives, challenges, and opportunities, and proactively design HR strategies to meet those needs.
- Align HR practices with business goals, ensuring that talent management, organizational development, and employee engagement initiatives contribute to the overall success of the organization.
- Provide guidance on workforce planning, organizational design, and talent acquisition strategies to support business growth and scalability.
- Contribute to the development of long-term strategies to drive employee engagement, retention, and performance.
Employee Relations & Engagement:
- Act as a point of contact for managers and employees, providing coaching, guidance, and support on employee relations matters.
- Address and resolve employee concerns, mediate conflicts, and handle sensitive employee situations in a fair and equitable manner.
- Drive initiatives to improve employee satisfaction, morale, and overall engagement across teams.
- Foster a positive workplace culture that aligns with the company's values and mission.
Talent Management & Development:
- Support leadership in identifying talent gaps and development needs within teams and departments.
- Work with managers to assess individual and team performance, identify training needs, and create development plans for employees.
- Facilitate succession planning and talent development programs to ensure a strong pipeline of future leaders.
- Advise on career development and performance management processes to ensure alignment with business goals.
Performance Management:
- Provide guidance and support in the implementation of performance management processes, including goal setting, feedback, and performance appraisals.
- Collaborate with leadership to identify underperforming areas and design corrective action plans or development opportunities to improve team and individual performance.
- Ensure performance management processes are aligned with business objectives and foster a culture of continuous improvement.
Change Management & Organizational Development:
- Support and manage change management initiatives by helping leadership navigate transitions, restructuring, and other organizational changes.
- Advise on organizational development strategies, including team dynamics, leadership development, and aligning structure with business strategy.
- Lead or support initiatives that foster a high-performance culture, improve communication across teams, and build organizational capabilities.
HR Analytics & Reporting:
- Use HR data and analytics to provide insights and recommendations to business leaders on talent trends, employee performance, engagement, and retention.
- Track key HR metrics and provide regular reports to management to support decision-making and identify areas for improvement.
- Assist in the design of employee surveys, gather feedback, and analyze data to identify organizational needs and opportunities for growth.
Compliance & HR Policies:
- Ensure that all HR practices comply with local, state, and federal labor laws, as well as company policies and procedures.
- Advise managers and employees on policies related to employment, compensation, benefits, and other HR-related matters.
- Stay updated on HR best practices, trends, and legal developments to ensure compliance and mitigate 5-7 years of experience as an HR Business Partner, HR Generalist, or in a similar role, with a proven track record of partnering with leadership to drive organizational effectiveness.
- Experience in talent management, employee relations, performance management, and organizational development.
- Strong knowledge of HR principles, practices, and labor laws, with the ability to apply them strategically'
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