HR Professional
2 days ago
The HR Business Partner is an individual contributor responsible for effective people management of the aligned business area, spanning approximately 200 – 300 employees across functions and geographies. This role engages with business leaders to enable and impact business success.
Key Responsibilities:
- Strategic HR Interventions:
- Implement people strategies and organizational design 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 and budget.
- 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.
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