Aurigene - Human Resources Business Partner (5-10 yrs)

Position : HR Business Partner (HRBP)

Experience Required : 5-10 years

Education : MBA/PGDM - HRM from Tier 1/ Tier 2 Institute.

Key Responsibilities:

1. Organization Design and Human Resources Planning

- Contribute to human resources planning and budgeting exercises, focusing on productivity and optimal manpower utilization.

- Assess talent needs of the business/function based on organizational design principles, ensuring timely and appropriate staffing levels.

- Support alignment of organizational design with business strategy by identifying issues and resolving process gaps to improve productivity and minimize redundancies.

- Collaborate with department heads and technical leads to formalize "build vs. buy" strategies for talent acquisition.

Talent Management:

- Regularly assess the capability needs of client groups and implement development initiatives aligned with business strategies.

- Partner with Talent Management SPOCs to execute talent initiatives, including organizational changes, people development, succession planning, and career development.

- Conduct talent reviews, competency assessments, feedback closures, and create Individual Development Plans (IDPs).

- Build a robust talent pipeline for critical roles through career and succession planning mechanisms.

Performance Management:

- Facilitate the performance management process, including goal-setting, ongoing discussions, annual reviews, and consequence management.

- Coach and support managers at various stages of the performance cycle, ensuring alignment and progress.

- Collaborate with HR leadership and vertical heads to design and implement programs for enhancing organizational performance.

Compensation and Benefits:

- Manage the Compensation & Benefits (C&B) process in alignment with corporate C&B policies and business needs.

- Execute annual compensation processes to attract, motivate, and retain top talent.

- Employee Engagement and Communication

- Partner with leadership to foster a transparent and open communication culture.

- Act as a proactive HR representative to address employee grievances and manage stakeholder expectations effectively.

- Drive cultural initiatives and ensure alignment with organizational values.

- HR Analytics and MIS

- Prepare and analyze HR MIS reports for respective client groups.

- Investigate employee attrition trends and design retention strategies for high-value employees at risk.

- New Hire Induction and Orientation

- Provide a seamless onboarding and induction experience for new employees.

- Support the transition of employees across locations and manage their end-to-end lifecycle.

- Compliance Management

- Ensure adherence to local labor laws and manage statutory compliances effectively.

- Address employee-related legal matters in consultation with the legal team.

Mandatory Skills:

- Proficiency in Employee Engagement, Recognition & Rewards (R&R), Performance Management Systems (PMS), Training & Development, and Compliance Management.

- Strong experience in business partnering for HR functions