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Senior Manager- HRBP

2 months ago

Agra, India Mercedes-Benz Research and Development India Full time
Job Title: Senior Manager-Human Relations Business Partner
Location: Bangalore
Direct reports: A team of 3-4 HR Business partners
Span of control: Supports 6-8 Departments within Business Unit(s) overall led by an Senior Vice Presidents (~2000-3000 on-rolls colleagues)
Reports to: DGM- HRBP on a solid line with a strong working relationship with the Vice president(s) of the supported Business Unit.
Collaborates with: Global Functional Teams within HR (Talent Acquisition, Compensation & Benefits; HR Shared Services, Learning & Development; Diversity, Equity & Inclusion, Corporate Security, etc.); Legal, Finance; other HR Business Partners.
Purpose of role The senior HRBP is responsible for providing high quality strategic advice to leadership and operational support in the areas of employee engagement, employee relations, performance management, remuneration, training and development, Diversity, Equity, and Inclusion initiatives.
Key Responsibilities
Act as an active member of the HR Leadership team and HR Business Partner management team, influencing the development and support overall HR strategy and initiatives.
Partner with BU functional leadership team to align people-needs to business strategy and objectives.
Build strong relationships with the customer group leadership teams and a complex set of stakeholders.
Drive Diversity, Equity and Inclusion hiring, retention and development initiatives in the BU.
Be a key partner and driver in getting, developing and retaining talent in the BU.
Understand trends in the business and emerging technology areas and develop recommendations for action on the People side of those topics.
Provide advice and counsel to Leadership regarding Company policies as well as current and changing employment law topics.
Driving Central HR initiatives within supported departments.
Offer innovative and efficient situational HR solutions to management.
Lead succession planning, as well as, development initiatives, such as manager rotations.
Provide direction to maintain a harmonious and high performing working environment.
Foster a diverse, empowering, transformational, and inspiring culture and lead the cultural transformation process in the organization.
Deal with grievances and violations including disciplinary action as and when required.
Anticipate and resolve litigation risks.
Periodically report to top management by analysing data and using key HR metrics.
Manage, implement and execute the Appraisal Management System and process for the BU within defined timelines to enhance employee experience focusing career development.
Ensure high level of employee engagement and commitment through surveys; skip level meetings, welfare programs, assistance/counselling programs, grievance handling, etc.
Build inclusive working environment and strong employee retention programs by understanding managers and employee’s needs and challenges.
Be proactive in driving change management.
Act as a coach and consultant to the business.
Provide guidance and coaching to the team members.
Qualifications and experience
Master’s degree qualification from a Tier-1 B- School.
Previous experience in a Generalist or HRBP role for a minimum of 8–10 years.
Demonstrated experience in independently leading HRBP role, supporting an employee group of ~2000 employees, along with a team of HRBPs.
Managerial experience of having directly managed a team of 3 to 4 team members for a minimum of 2 years would be an added preference.
Knowledge, Skills and Abilities
Business Acumen- The ability to understand the parts of the business and their interrelationships. This includes skill in understanding the industry, competition, and expected future developments and challenges, the business's competitive strengths and weaknesses, opportunities to grow the business and reduce operating costs, and awareness of the environment for opportunities.
Data Driven Thinking- The ability to systematically gather information from a variety of sources, analyse information, identify implications of data, draw conclusions, generate alternatives and solutions, and evaluate the consequences of choosing each alternative using quality metrics and data. This includes the ability to convert general data and findings into applied, specific information and suggestions that add value to business planning and strategies.
Leadership Effectiveness- The ability to coach leaders; drive leadership development plans that focus on the strategic investment in human capital within the organization (e.g., talent identification and management, individual development planning, mentoring and coaching).
Organizational Development- Knowledge and application of organizational development principles. This includes knowledge of organizational behaviour, organizational capabilities and change management, and workforce planning and succession planning procedures.
Collaboration- Strong collaborative ability to work across various teams in HR and influence people outcomes.
Ability to be a role model for team and employees.
Comfortable to navigate through ambiguity, ability to handle difficult situations and conflicts.
Excellent interpersonal skills and able to communicate effectively, both verbally and in writing, with a wide range of people at all levels.
A methodical and well-organised approach to work.
Commitment to providing a high level of customer service.
Integrity, enthusiasm, and energy.
Experience with Microsoft Office products including PowerBi.