Strategic Business Support Professional

3 days ago


Chennai, Tamil Nadu, India beBeeEmployeeEngagement Full time ₹ 10,00,000 - ₹ 25,00,000

The primary goal of the Business Partner role is to provide strategic support to business units in meeting their day-to-day HR needs. In this capacity, the Business Partner will collaborate with business leaders and managers to introduce specific HR initiatives relevant to the business and recommend solutions aligned to business objectives.

  • Act as a liaison between the business and HR 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 consultation with business stakeholders to understand the changing needs of the business and to suggest solutions aligned to changing priorities.
  • Collaborate with cross-functional teams 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.
  • Evaluate existing work processes and prospective processes to ensure the most effective use of resources.
  • Audit and recommend updates to HR data and systems in respective portfolios.

Required Skills and Qualifications

Functional/Operational:

  • Manage the employee life cycle including onboarding, 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.
  • Assess and ascertain manpower requirements for the business ensuring adequate staff backup to avoid crisis situations and working with hiring teams to ensure backfill hiring is completed within agreed timelines.
  • Address all types of employee relations issues while prioritizing employer-employee interests.
  • Coach employees to focus on improving performance and create an adequate succession pipeline at middle management.
  • Provide proactive inputs to HR verticals on benchmarking requirements seeking internal and external market


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