Human Resources Business Partner

The key purpose of the HR Business Partner is to provide strategic arm to Business Units in meeting their day-to-day HR requirements. In this role, the HR Business Partner will liaise with the business leaders and managers to introduce specific HR initiatives relevant to business and recommend HR solutions aligned to business objectives. The core HR work includes, but is not limited to, maximizing people capability, providing change leadership, managing end to end employee lifecycle, supporting day-to-day operations as well as proactively engaging in process improvements. HR Business Partner is expected to collaborate with other HR Functional Leaders, OD, HRSD and CoE folks to identify and influence changes that will bring improvements to people practices, systems and processes. This role is also expected to drive project management for various HR initiatives including management training and development, succession planning, policy review and implementation.

• Be the voice of business to suggest HR practices that support business objectives.
• Work collaboratively with internal and external stakeholders to develop and implement innovative programs, processes and solutions.
• Proactive liaison and consultation with business stakeholders to understand the changing needs of the business and to suggest solutions aligned to changing priorities.
• Work with cross functional and centers of excellence to facilitate end to end HR needs for the business pertaining to Talent Management, Performance Management, Talent Acquisition, Employee Relations, Staffing, Succession Planning, Organization Structure and Skills Assessments
• Continually evaluates existing work processes and prospective processes work to ensure the most effective use of resources.
• Audits and recommends updates to HR data and systems in respective portfolio.
• Assists with all audit requests (external & internal) pertaining to employee life cycle.

Desired Skills

Functional/Operational:

• Manage end to end employee life cycle including onboarding for new joiners, confirmation, performance appraisals, grievance handling, employee relations and employee separation.
• Review and analyze business unit data to identify trends and recommend solutions to improve performance, retention, and employee experience (Attrition Analysis, Early Warning Signals, Retention, Engagement levels)
• Assess and ascertain manpower requirements for the business ensuring adequate staff backup to avoid crisis situations and working with hiring team to ensure backfill hiring is completed within agreed timelines.
• Work with line managers and employees to address all types of employee relations issues ensuring an unbiased approach in query resolution prioritizing employer employee interests.
• Work with line managers to identify bottom quartile employees and coach them to focus on improving performance and create adequate succession pipeline at middle management.
• Proactive inputs to HR verticals on benchmarking requirements seeking internal as well as external market "best practice" opportunities that will enhance engagement.
• Plan, manage and provide continuous improvements and be actively involved in leadership business reviews, and engage with stakeholders on understanding business objectives both at a strategic and an operational level. This includes involvement in both annual and mid-year processes which focus on performance management and talent development.
• Provide compensation support including compensation bands validation, inputs on promotion recommendations and competency-based resource utilization.
• Create robust communication forums and facilitate interactions between the employees and management on a regular basis.
• Manage exit interviews and support the business in analyzing the data and provide innovative solutions to improve retention rates.