People & Culture Business Partner - Sales, Service and Projects

**Job Overview**
- End to End Business partnering for the Sales, Service and Projects business at GVR India, delivering functional (P&C) and business priorities.
- Collaborate with 3P service partners to ensure we are equipped with the capable resources based on the business needs.
- Work with 3P partners to have right culture & continuous development of the field employees.

**Responsibilities (List all)**
- Strong Business Partnership with functional leader to understand emerging business requirements and partnering to deliver right people solutions.
- Deliver the GVR HR India agenda for the team through right partnerships (3RD PARTY)
- Design, develop and deploy the right tools for managing a large outsourced organization. Identify and partner with the vendor partner(s) to deliver right service levels and build employee engagement along with functional leaders. Deploy processes to streamline employee life cycle and service levels. Ensure highest level of code of conduct as we deliver business through the large outsourced organization with a special focus on compliance
- Hold the right teams accountable for people and compliance leadership. Help teams drive the culture
- Deploy right tools, org design and plans to ensure right integration and assimilation of service teams from different acquisitions with the GVR service team. Drive methods to ensure integration till the last mile, delivering business objectives
- Own and anchor the talent retention charter to ensure attrition levels are within targets and under control for exempt workforce.
- Design and lead the engagement charter for the service team. Drive career conversations, facilitate leadership connect and motivate employees through right Rewards & Recognition tools
- Drive with leaders - the Talent Assessment & Calibrations feedback/roll-up for all Managers. Ensure movements are planned well on time for talent and right talent Mix is maintained
- Work with the TA team to empanel right sourcing partners, identify improvements in the process and support first time managers to recruit right.
- Drive Capability Initiatives by helping identify the needs & gaps, tracking completion, participation & effectiveness.
- Drive people processes such as Performance Management(P4G),Development Planning (D4G) and year end compensation planning
- Track trends in employee concerns / behavior and proactively address them. Gather feedback through various forums such as FGDs, EPS, 1-1s to build effective solutions and design action plans to bridge the gaps.

**Key Relationships**:

- Direct: Line managers and unit heads to partner and understand requirements.
- COE teams such as talent acquisition to ensure tight resourcing levels, Talenet Management and Reward
- HR Operations team (Shared service) to ensure right employee experience through HR processes
- Staffing service providers to deliver the right service quality
- GVR Sales & Service Teams

**Essential**
- MBA from reputed institute
- 10-15 years of experience, and 5 years core Business Partnering
- Labor handling experience is recommended
- Experience in industrial engineering organizations and/or a service workforce would be a strong positive
- Understanding of management of third party resources, Labor laws would be strongly preferred.

**Preferable**:

- Dealing with multiple stakeholders -internal and external. Ability to interface with regional and global stakeholders, where required.

**Outcomes and Deliverables (Include in Job Posting)**
- Effective business partnering resulting in HR solutions that align with and support business goals in Sales, Service, and Projects.
- High employee engagement and retention within the outsourced workforce.
- Seamless integration and assimilation of acquired service teams with measurable improvements in team cohesion and productivity.
- Consistent delivery of compliance standards across third-party vendors and internal teams.
- Timely and effective talent assessment, calibration, and succession planning processes.
- Improved capability and performance of the service workforce through targeted learning and development initiatives.
- Regular business partnering reports and insights to functional leaders.
- Implementation of tools and processes for managing outsourced workforce lifecycle and engagement.
- Talent retention and engagement plans with measurable KPIs.
- Talent assessment and calibration reports and action plans.
- Vendor performance scorecards and compliance audit reports.
- Capability development frameworks and progress trackers.
- Performance management and development planning outcomes aligned with organizational goals.
- Action plans derived from employee feedback forums and follow-up status reports.

**Competencies**
- Business Acumen: Strong understanding of sales, service, and project business drivers and how HR can enable business success.
- Stakeholder Management: Ability to build trusted partnerships with leaders, vendors, and cross-functional teams