Senior Human Resources Business Partner

The role of Business Partner involves effective people management across aligned business areas, spanning approximately 200 – 300 employees.

This position engages with business leaders to drive impactful HR initiatives and ensure a sustainable organization.

• Strategic HR Interventions:
  • Implement organizational strategies to address current and future business challenges and opportunities,
  • Design and recommend various compensation & benefits initiatives to attract and retain the required talent pool,
  • Partner closely with business leaders to identify ground-level risks and challenges and develop solutions to address them,
  • Review and analyze departmental data to identify trends and recommend solutions to improve performance, retention, and employee experience,
  • Stay abreast of the latest industry trends and best practices in HR, recommending and implementing improvements accordingly,
  • Implement and track communication plans within the defined area of responsibility,
  • Coordinate the performance review and appraisal process, ensuring alignment with business goals and employee development.
• Growth Planning and Control Mechanism:
  • Contribute to the annual headcount planning and budget exercise, ensuring alignment with the Annual Operating Plan,
  • Coordinate with Heads of Departments (HODs) to finalize headcount requirements and implement the approved headcount plan within budgetary constraints,
  • Monitor and track the headcount plan to ensure it aligns with business needs.
• Talent Management and Succession Planning:
  • Develop and implement talent management strategies to identify, develop, and retain high-potential employees,
  • Create and execute succession planning initiatives to ensure leadership continuity and business sustainability,
  • Collaborate with business leaders to identify critical roles and develop plans to mitigate talent risks.
• Employee Engagement and Culture:
  • Regularly visit various offices in the regions to interact with employees and gauge engagement levels,
  • Work with business stakeholders to assess, create, and implement innovative solutions for employee engagement initiatives,
  • Identify employee needs and concerns through formal and informal channels and address them promptly.
• Exit Management:
  • Conduct exit interviews for all departing employees, maintaining and analyzing exit interview data,
  • Provide feedback and insights gained from exit interviews to identify areas for improvement,
  • Track and follow up on agreed improvement areas to enhance the employee experience and reduce turnover.
• Rewards and Recognition:
  • Coordinate with HODs to design and execute monthly and quarterly rewards and recognition programs,
  • Align project plans, communication, and related efforts with HR initiatives to foster a culture of appreciation and motivation.
• Project Management:
  • Lead and manage HR projects aligned with business objectives, ensuring timely delivery and successful implementation,
  • Define project scopes, goals, and deliverables that support business goals in collaboration with senior management and stakeholders,
  • Develop project plans and associated communications documents,
  • Effectively communicate project expectations to team members and stakeholders in a timely and clear fashion,
  • Monitor and report on project progress, identify risks and issues, and implement mitigation strategies to ensure project success.