About the job:
The HR Business Partner will be responsible for managing the day-to-day business enablement support, liaising between the business unit and different central HR teams to prioritize BU people requirements and address and prioritized needs of the BU from a talent and employee relations perspective. The role will align HR strategies and initiatives with the business objectives and support the overall success of the business unit. The role will serve as a strategic partner to business leaders, providing guidance and expertise on various HR matters.
Responsibilities:
- HR Strategy Implementation: Collaborate with business leaders to understand the business unit's goals, challenges, and talent needs. Develop and implement HR strategies and initiatives that align with the business unit's objectives. Support the implementation of HR strategies in the business units that align with the overall business objectives of the organization. Stay updated on industry trends and best practices to provide inputs on innovation and continuous improvement to the leadership to take informed decision. Provide insights and recommendations on workforce planning, talent acquisition, and succession planning.
- Employee Relations and Performance Management: Advise and support business leaders on employee relations matters, including conflict resolution, disciplinary actions, and performance management. Coach and guide managers on effective performance management practices, including goal setting, feedback, and development plans. Ensure compliance with employment laws and regulations in all employee relations and performance management activities
- Talent Acquisition and Development: Partner with business leaders to identify talent needs and develop recruitment strategies to attract and retain top talent. Collaborate with HR colleagues to implement effective talent acquisition processes, including job postings, candidate screening, and selection. Support the development and implementation of training and development programs to enhance employee skills and capabilities. Identify the demand-skill gap in the BU by conducting skill assessment and survey in collaboration with the Learning and Development team.
- Compensation and Benefits: Collaborate with HR colleagues and business leaders to ensure competitive and equitable compensation and benefits programs.
- Organizational Development: Support the HR team in change management, organizational design, and culture transformation initiatives for the Business Unit.
- Employee Relations Management: Be the single point of contact for the escalated queries and concerns of the employees in the BU. Drive resolution of the grievances raised within the defined SLAs while maintaining confidentiality and facilitating issue resolution in collaboration with all required parties including legal, Corporate HR and Business Unit leadership.
- Employee Engagement and Culture: Foster a positive and inclusive work environment by promoting employee engagement initiatives and programs. Collaborate with business leaders to develop and implement strategies to enhance employee satisfaction, motivation, and retention. Support the development and maintenance of a strong organizational culture aligned with the company's values and goals.
- HR Policy and Compliance: Ensure compliance with HR policies, procedures, and legal requirements within the business unit. Provide guidance and support to business leaders on HR policy interpretation and implementation. Collaborate with HR colleagues to develop and update HR policies and procedures as needed.
Minimum qualifications:
- Bachelor's or Master's degree in Human Resources, Business Administration, or a related field is typically required.
- At least 6 years of experience in HR department with at least 2- 3 years of experience focusing on leading the HR initiative of being the single point of contact between the central HR team and different business units in understanding the requirements related to talent and address the issues related to the employee relations.
