Managing Business Partner
1 month ago
JOB DESCRIPTION
Job Role: Team Lead - HR Business Partner
Job Role ID:
SECTION I: BASIC INFORMATION ABOUT THE JOB ROLE
Job Role Variant: Team Lead - HR Business Partner
Manager Job Position: Leader PC&I - Site/P&L/Segment
Job Position ID:
Value Stream: PC&I
Job Family: Human Resources
Sub-Job Family: HR Business Partner
Grade/Level:
Location:
SECTION II: PURPOSE OF THE ROLE
To design and drive the people operating plan, alongside business teams, in alignment with overall business objectives in order to build a high-performance culture that can attract, motivate, retain, and develop the right talent and support delivery of overall organizational objectives
SECTION III: KEY RESPONSIBILITIES AND ACCOUNTABILITIES OF THE ROLE
Responsibilities
Policies, Processes and Procedures
- Assist in formulation of the HR operating plan for the designated area and ensure day-to-day execution in line with PC&I standards & regulations
- Design & drive the implementation of new initiatives/ projects as per established policies to meet future requirements of the people operating plan
- Provide inputs for improvements in business processes and specifications by benchmarking best practices in the market
Business Liasoning
- Participate in business strategy & operations planning discussions to share business wide view of employee performance linking productivity and effectiveness by analysing key HR metrics
- Act as a strategic business partner by collaborating with teams to understand specific business needs and design and deliver need-based interventions
- Design team specific structures & conduct manpower planning exercise for the designated area and share with the team for validation
- Liaise with relevant stakeholders and oversee HR-related compliance, regulatory, enterprise risk and corporate ethics requirements for the designated area in scope
- Interpret HR policies to share with key stakeholders and resolve employee grievances across levels
- Stay updated regarding the external environment and competition at all times to proactively undertake actions that may be required based on potential impact to the business
Employee Relations
- Address issues related to performance, behavior, or interpersonal conflicts between employees and management to maintain a harmonious work environment; Manage employee discipline in adherence to the organization code of conduct
- Ensure effective communication channels are in place to acknowledge and address grievances from employees anonymously
- Conduct thorough and impartial investigations into employee complaints, grievances, or misconduct allegations in compliance with company policies and legal requirements
- Stay current with employment laws and regulations to ensure that the organization remains in compliance with legal requirements
- Support initiatives that foster a respectful and inclusive environment for all employees
Talent Acquisition
- Drive the entire talent acquisition process in the designated area as per the approved staffing strategy and budgets to deliver growth ambitions
- Prepare manpower plans and subsequent manpower budgets for the designated area after gathering inputs from the business teams
- Understand critical skills, qualification and responsibility requirements for new positions to decide suitable fitment in collaboration with business - role modification, cadre, salary, employment type (direct / contract) and share the same with the talent acquisition team
- Lead sourcing in partnership with talent acquisition team at the centre; Share guidance with the team to develop and expand sourcing through channels such as headhunting, social media, websites etc.
- Negotiate for closure of mandates and maintain close engagement with candidates to ensure offer to joining ratio is maintained
- Design the on-boarding journey for new hires and ensure smooth induction into the system for easy assimilation into the organization culture
Talent Management & Development
- Manager overall planning and execution of talent management, succession planning and leadership development programs for the designated area in alignment with the central HR processes to support future leadership needs; create a talent roadmap for critical roles to manage attrition effectively
- Identify training needs and gaps in skillsets across levels within the organization; design programs at local level that address the same in addition to leveraging the programs run by the central team
- Contextualize the design, development and implementation of leadership development programs & training interventions for specific target groups (e.g.: trainees, engineers, project managers etc.)
- Oversee the annual talent reviews including finalization and implementation of management action plans in collaboration with talent management central team
- Monitor effectiveness of talent interventions and provide inputs for corrective action for the designated area
- Ensure talent bench strength across levels and verticals by anticipating future challenges and shifting business needs and aligning HR strategy accordingly
Employee Retention & Engagement
- Partner with the business leaders & other relevant stakeholders in developing a high performance team and company culture by designing interventions to help enhance overall employee experience
- Review attrition in the designated area periodically to highlight key engagement issues identified to the leadership and provide inputs to design corrective actions
- Lead employee interactions planned at periodic intervals for dissemination of relevant information and gather feedback for improvement, if any
- Enhance employee experience by leading engagement surveys, enterprise-level engagement events and leadership connects; Track implementation of action plans across teams
- Liaise with the central team to co-create experiences for specific business teams to improve retention & engagement
Performance Management & Compensation and Benefits
- Lead the implementation of a smooth & transparent process in performance planning, reviews and calibration across designated area with adherence to timelines to ensure a performance driven culture
- Provide recommendation on exceptions in performance for special approval to the leadership team
- Drive performance improvement plans (PIPs), monitor progress on a long term basis and execute implementation of planned separation of non-performers
- Apprise business leaders in the designated area of compensation (salary /incentive) costs / trends and monitor people costs
- Review outcomes of benchmarking survey conducted at the centre in comparison with existing rewards policies and provide inputs on corrective actions required from an industry or function perspective
- Review reward schemes drafted by the central team for incentivizing employees to attract & retain employees at market competitive packages and customize offerings for exceptional cases as per industry or function requirement
People Management
- Participate in recruitment activities & ensure retention / engagement of own team
- Set performance objectives of own team, evaluate / appraise team members and provide regular feedback & guidance
- Guide, mentor and develop own team to take larger and complex responsibilities
- Evaluate training and development requirements for own team and make recommendations for learning interventions
SECTION IV: SUCCESS METRICS (TOP 3-5 KPI's)
- TAT for open positions
- HR Operational Efficiency - Employee Life cycle process: Response Time & Performance, User Experience, Adherence to SLAs, Accuracy etc.
- Retention rate
- 100% Org Mgmt. compliance
- Employee productivity
- Availability of succession pipeline for critical roles
- Available career paths for high potential employees
- Engagement Scores like CSAT, NPS etc.
SECTION V: OPERATING NETWORK
Internal: Central HR team, Business/ Functional HR teams, Business / Department heads, Medical Services Team, Corporate Services Team, Security Services Team
External: Consultants & Vendors, Auditors, Government Authorities, Employee Representative Bodies
SECTION VI: KNOWLEDGE AND COMPETENCIES
Education Qualifications: Post Graduate Degree with a specialization in Human Resources
Experience (Must Have & Good to Have): 14 to 20 years of experience
Functional / Behavioral competencies required to execute the role:
FUNCTIONAL COMPETENCIES
SECTION VII: CAREER MOVEMENTS
Feeder Roles: Team Member - HR Business Partner, Team Member - HR COE
Possible Next Role Movement: Leader - PC&I (Site/Business/Segment)
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