Senior Human Resource businesspartner

Senior Human Resource Business Partner

• Strategic HR Alignment
• Align HR practices and policies with organizational goals.
• Aims to streamline operations, align strategies, and cultivate leadership competencies to drive organizational success and evolution.
• Collaborate with leadership to understand business challenges and provide HR solutions.
• Talent Management
• Oversee recruitment, onboarding, and retention strategies.
• Design and implement talent development programs, succession planning, career paths, strategies to optimize human capital, ensuring a thriving and inclusive organizational culture that nurtures talent and prepares for future leadership needs.
• Employee Engagement and Culture
• Foster a positive workplace culture and drive engagement initiatives.
• Conduct regular feedback mechanisms like surveys and focus groups.
• Performance Management
• Implement performance appraisal systems and track employee performance.
• Provide coaching and support to managers for effective performance reviews.
• Leadership
• Utilizes systems thinking, decision making, and creativity to dissect complex challenges systematically, fostering innovative solutions to address root cause of issues. This involves a holistic approach to navigate diverse problem landscapes, encouraging adaptive strategies and inventive resolutions for sustainable outcomes.
• Supports leadership effectiveness and performance by accessing data and reporting/documenting findings. Coaches and assists managers and leaders through organizational change and recommends inclusive leadership practices.
• Identifies areas for improving the clarity and effectiveness of strategy execution. Partners with experts (e.g., subject matter experts [SMEs], Centers of Excellence) to evaluate the effectiveness of the business strategy, model, and organizational structure to achieve business outcomes.
• Implements interventions to improve leadership and team performance. Contributes to leadership capability planning for an organization and encourages leaders to invest in change management.
• Understands the business strategies and executes on people and organizational priorities to drive business decisions and achieve specific business goals.
• Organizational Development
• Manages the execution of the design of talent, structure, culture and/or processes for an assigned organization. Provides feedback and insights to organizational design.
• Interprets results of analyses provided by HR Business Insights on talent management processes (e.g., attrition, movement, polls, compensation patterns), talent needs, and risks, in the context of the business.
• Provides recommendations about organizational strategies, goals, and actions. Contributes to implementation plans based on data analysis results and recommendations. Identifies new sources of information and areas from which to collect data (e.g., focus group, interviews, surveys).
• Partners and consults with peer HR disciplines (e.g., Talent Management, Organization Development, HR Business Insights) on leveraging the systems model, diagnosing talent pyramid and talent management processes/programs, interpreting results, and building recommendations based on data analyses. Contributes to the design and implementation of the assessments or solutions for organizational effectiveness.
• HR Analytics and Reporting
• Provide data-driven insights on workforce trends, turnover, and productivity.
• Regularly report on HR metrics to leadership.

Job Types: Full-time, Permanent

Pay: ₹400, ₹600,000.00 per year

Benefits:

• Health insurance
• Leave encashment
• Life insurance
• Paid sick time
• Provident Fund

Work Location: In person