Human Resource Business Partner

Key Responsibilities:

Organization Design and Human Resources Planning:

• Participate in human resources planning & budgeting exercise with focus on productivity and optimum utilization of manpower.
• Assess talent needs of the business/function by following Org design principles and work with TAT in ensuring optimum staffing levels
• Support alignment of organization design to business strategy. Identify issues and process gaps to improve alignment, manpower productivity and minimize redundancies.
• Support the departmental heads and Tech leads in formalizing build v/s buy strategie

Talent Management:

• Assess regularly capability needs of client groups and execute capability development measures in line with business strategy.
• Partner with TM SPOC & implement Talent Management agenda in the client groups like organizational change, people development, succession plans, career development processes to support the retention of key staff & ensuring business continuity.
• Talent review, identification, competency assessment, closure on feedback and creation of individual development plans.
• Support in building the talent pipeline for critical positions by developing robust career & succession planning mechanisms.
• Assess regularly capability needs of client groups and execute capability development measures in line with business strategy.
• Partner with TM SPOC & implement Talent Management agenda in the client groups like organizational change, people development, succession plans, career development processes to support the retention of key staff & ensuring business continuity.

Performance Management:

• Participate in the performance management process with regard to goal setting, performance discussions, yearly reviews and consequence management.
• Coach, counsel, and enable managers at various stages of the Performance Management Process and monitor progress.
• Develop programs/measures in consultation with HR Leadership & Verticals heads in enhancing/Improving Organization performance
• Participate in the performance management process with regard to goal setting, performance discussions, yearly reviews and consequence management.

Compensation and Benefits Management:

• Manage C&B process as per business requirement and aligning with the corporate C&B guidelines.
• Implement the annual compensation processes to support the attraction and retention of talent.
• Manage C&B process as per business requirement and aligning with the corporate C&B guidelines.

Employee Engagement and Communication:

• Engaging with the leadership team and managing stakeholder expectations;
• Proactive HR sensing and addressing employee grievances/concerns etc.
• Participate with business in enabling a transparent and open communication environment.
• Support the leadership team in driving the desired culture and ensuring that the values of the organization are upheld at all times.

HR Analytics & MIS:

• Preparation of periodic HR MIS, reports and analysis for the respective customer groups.
• Discover the underlying reasons for employee attrition and identify high-value employees at risk of leaving and design retention measure.

New Hire Induction & Orientation:

• Ensure a best in class induction & on-boarding and induction experience to new joiners
• Ensuring smooth transition and orientation of APSL employees based at other locations.
• Manage end-to-end employee life cycle for employees.

Compliances:

• Be an expert in local laws and manage and ensure labour compliances.
• Address employee related matters in consultation with the legal team

Mandatory Skills

• Employee Engagement, R&R, PMS, Training and Development, hands on experience in handling compliances and business partnering for HR

Education and Experience:

• An MBA(HR)/MHRM/Post Graduate degree in HR with good academic credentials with 5 to 10 years of experience.