WNS | Senior Human Resources Business Partner | mumbai
4 weeks ago
- Minimum Experience of 8 to 10 years into HRBP role
- Handling a Span of more 300 employees
- Provide consulting and business partnering support to leadership and business line managers.
- Develop a “Trusted Advisor” relationship with key leaders across various levels in the supported business group.
- Drive delivery of HR services to the business, leveraging Centers of Excellence (CoEs) in recruitment, employee shared services, learning, compensation and benefits, statutory compliance, and more.
- Lead talent management, performance management, and engagement strategies for assigned business/accounts.
- Counsel and train employees to enhance performance and capabilities aligned with organizational goals.
- Design and implement strategies to manage attrition, aligning with market trends and business needs.
- Collaborate with stakeholders to ensure effective HR support that contributes to business success and employee satisfaction.
- HRBP Role along with Skillsets to manage Data and HR Analytics: Credible activist: A sound HR professional with credibility in the business, with good stakeholder relationships and who get things done Strategic positioner: One who understands the global business context and builds the relevant HR capabilities around that Change champion: One who can help build the organization’s capacity to change and to sustain change Innovator and integrator: Has the ability to innovate and integrate HR practices around critical business issues Ability to do data crunching and Analysis
- Attrition Management: Design and deploy strategies for controlling attrition in lieu of the market trends through tactical thinking
- Talent Management: Enduring high performing teams: review BQMs and weed out non-performers Talent Movement & Job Rotation: every employee to be at least 2 roles competent Track the progress of Front Line Managers (FLM) engagement with their staff: HR intervention through FLM Coaching framework Succession planning: design and deployment of strategies exercising existing assessment centers, LA training workshops, etc. Create a skill-directory for each LOB for effective expansion and venturing new businesses smoothly To review progress of the top talent for their verticals each month
- Employee Engagement: Improve the existing R&R framework (a thought through action plan) Communication of goal-settings with employees through one-on-ones so that each employee knows his/her KRAs for the year
- Learning & Development: To align learning strategy with business goals and provide relevant ROI
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