HR Business Partner

The HR Business Partner plays a pivotal role in effective people management of the aligned business area, spanning approximately 200 – 300 employees across functions and geographies.

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

Key Responsibilities:

• Strategic Human Capital Interventions:
  • Develop and 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 top talent.
  • 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 Talent Management:
  • 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.
  • Monitor and track the headcount plan to ensure it aligns with business needs.
• Talent Development 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 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 and maintain and analyze 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.

Skills and Qualifications:

• Strong business acumen with a strategic perspective.
• Ability to understand business strategy and its HR implications.
• Creative insight and practical HR solutions delivery to meet business challenges.
• Results-oriented with superior problem-solving skills.
• Combined analytical and persuasion skills with flexibility to work with all organizational levels.
• Ability to analyze human capital data to identify business improvement opportunities.
• Strong problem-solving, conflict resolution, and project management skills.
• Ability to multi-task in a fast-paced environment.
• Excellent organizational, written/verbal communication, analytical, and presentation skills.

Requirements:

• Postgraduate degree in HR/IR from a recognized management institute.
• At least 10 years of relevant HR Business Partnering experience, preferably in a dynamic and fast-paced industry.