Senior Human Resource Business Partner

Roles and Responsibilities:

1. Strategic Business Partnering:

• Act as a strategic advisor to leadership, aligning HR initiatives with the organizations goals and priorities.
• Drive organizational effectiveness by recommending structural improvements and designing workforce strategies to achieve business outcomes.
• Lead change management efforts during organizational transformations, mergers, or expansions.

2. Advanced Employee Engagement:

• Develop and implement comprehensive engagement frameworks that foster an inclusive and high-energy workplace.
• Lead regular feedback mechanisms like employee satisfaction surveys, focus groups, and pulse checks, translating data into actionable engagement strategies.
• Enhance the employee experience through tailored retention strategies, well-being initiatives, and leadership alignment.

3. Grievance Management and Employee Advocacy:

• Proactively address and resolve complex employee concerns, ensuring alignment with policies and organizational values.
• Serve as an advocate for employees while balancing organizational priorities to maintain a harmonious work environment.
• Coach leaders on empathetic and effective management to mitigate employee relation challenges.

4. Talent Management and Succession Planning:

• Develop and execute robust talent management strategies to identify, nurture, and retain high-potential employees.
• Collaborate with leaders to create succession plans for critical roles, ensuring business continuity.
• Lead initiatives around career development frameworks, job rotations, and internal mobility programs.

5. Policy Development and Governance:

• Design and update HR policies to reflect the evolving needs of the organization and align with legal requirements.
• Act as a governance lead, ensuring uniform adherence to policies across all departments and locations.
• Provide expertise on labor law compliance and regulatory audits.

6. Performance Management Excellence:

• Lead the execution of the annual and mid-year performance review process, emphasizing continuous feedback and development.
• Collaborate with department heads to define KPIs, identify performance gaps, and implement improvement plans.
• Introduce performance calibration sessions to ensure fair and consistent evaluations across teams.

7. Data-Driven Decision Making:

• Leverage HR analytics to provide insights on workforce trends, attrition rates, engagement levels, and productivity metrics.
• Design dashboards to monitor key HR metrics and present actionable insights to leadership.
• Utilize predictive analytics to identify risks, such as talent flight or productivity bottlenecks, and proactively recommend solutions.

8. Organizational Development and Training:

• Work with leadership to assess organizational needs and design tailored interventions to address skill gaps.
• Drive leadership development programs and succession readiness initiatives.
• Oversee large-scale learning and development strategies, ensuring alignment with the organizations vision and goals.

9. Culture and Diversity Initiatives:

• Champion diversity, equity, and inclusion (DEI) programs to create an inclusive work environment.
• Lead initiatives to reinforce organizational values and shape the company culture.
• Build frameworks for employee recognition programs to celebrate contributions at every level.

10. Crisis and Workforce Planning:

• Manage workforce planning initiatives, including headcount forecasting, workforce optimization, and resource allocation strategies.
• Serve as a key advisor during crisis management situations, including workforce restructuring and sensitive organizational transitions.

11. Strategic Recruitment Support:

• Partner with the talent acquisition team to align hiring strategies with long-term business needs.
• Collaborate on employer branding initiatives to position the organization as a top choice for talent.
• Provide inputs on workforce diversity and external hiring trends.

12. Organizational Compliance and Risk Management:

• Ensure HR operations comply with all relevant labor laws, statutory requirements, and industry regulations.
• Conduct regular audits to mitigate risks related to employee relations and compliance.
• Act as a key advisor during legal and regulatory audits, ensuring smooth processes.

Qualifications and Skills:

• Education: MBA/PGDM in HR or a related field.
• Experience: 8-12 years of progressive HR experience, with at least 5 years in a Business Partnering role.
• Strong expertise in workforce planning, talent management, and organizational development.
• Proficiency in HR analytics, HRIS tools, and advanced reporting techniques.
• Deep understanding of labor laws, compliance, and industry best practices.
• Exceptional interpersonal and leadership skills, with a focus on influencing and driving change.
• Experience in managing large-scale HR initiatives and strategic programs.