Strategic Business Partner

7 days ago

Cochin, Kerala, India HTIC Global Full time
  • Role Summary

    The Senior HR Business Partner position at HTIC Global is responsible for aligning business objectives with employees and management in designated business units. The position formulates partnerships across the HR function to deliver value-added service to management and employees that reflect the business objectives of the organization. The Senior HR Business Partner maintains an effective level of business literacy about the business unit's financial position, its midrange plans, its culture and its competition.

  • Key Responsibilities
    • Strategic HR Partnership
      • Collaborate with departmental leaders to understand business objectives and develop HR strategies aligned with organizational goals.
      • Act as a trusted advisor to management on a wide range of HR matters, including performance management, organizational design, and employee relations.
    • Talent Management:
      • Oversee the recruitment and selection process, ensuring the organization attracts and retains top talent.
      • Support onboarding processes to integrate new hires effectively into the organization.
      • Facilitate talent reviews and develop strategies to address talent gaps.
    • Employee Relations and Conflict Resolution:
      • Serve as a primary point of contact for employee relations issues, providing guidance and support to resolve conflicts and address workplace concerns.
      • Conduct investigations into employee complaints or grievances, ensuring fair and equitable resolution in accordance with company policies and applicable laws.
      • Implement proactive measures to foster a positive work environment and prevent potential issues through effective communication, training, and policy enforcement.
    • Performance Management:
      • Partner with managers to facilitate performance management processes, including goal setting, performance evaluations, and development planning.
      • Provide coaching and support to managers on performance improvement techniques, employee feedback, and recognition best practices.
      • Identify training and development needs within designated departments and collaborate with Learning and Development teams to design and deliver relevant programs.
    • HR Policy and Compliance:
      • Stay current on relevant employment laws, regulations, and industry trends, ensuring compliance with legal requirements and company policies.
      • Review and update HR policies and procedures as needed to reflect changes in legislation or business needs.
      • Conduct regular audits to ensure HR data integrity and compliance with internal controls.
    • Employee Engagement and Retention:
      • Support initiatives to enhance employee engagement, morale, and retention.
      • Conduct stay interviews, exit interviews, and employee surveys to gather feedback and identify areas for improvement.
      • Collaborate with managers to develop and implement retention strategies, including career development plans, training opportunities, and recognition programs.
      • Monitor key HR metrics, such as turnover rates and employee satisfaction scores, and recommend actions to address areas of concern.
    • Others:
      • Responsible for supporting payroll processes, including managing attendance records, leave management, and ensuring accurate time tracking.

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