HR Business Partner - IT (8-13 yrs)

HR Business Partner

RESPONSIBILITIES:

1. Providing consulting and business partnering support to leadership and business line managers.

2. Developing a "Trusted Advisor" relationship with key leaders across various levels in the supported business group.

3. Driving delivery of HR services to the business, leveraging Centers of Excellence (CoEs) in recruitment, employee shared services, learning, compensation and benefits, statutory compliance, and more.

4. Leading talent management, performance management, and engagement strategies for assigned business/accounts.

5. Counselling and training employees to enhance performance and capabilities aligned with organizational goals.

6. Designing and implementing strategies to manage attrition, aligning with market trends and business needs.

7. Collaborating with stakeholders to ensure effective HR support that contributes to business success and employee satisfaction.

8. Attrition Management: Design and deploy strategies for controlling attrition in lieu of the market trends through tactical thinking

9. Talent Management: Enduring high performing teams: review BQMs and weed out non performers Talent Movement & Job Rotation: every employee to be at least 2 roles competent Track the progress of Front Line Managers (FLM) engagement with their staff: HR intervention through FLM Coaching framework Succession planning: design and deployment

of strategies exercising existing assessment centers, LA training workshops, etc. Create a skill-directory for each LOB for effective expansion and venturing new businesses smoothly To review progress of the top talent for their verticals each month

10. Employee Engagement: Improve the existing R&R framework (a thought through action plan) Communication of goal-settings with employees through one-on-ones so that each employee knows his/her KRAs for the year

11. Learning & Development: To align learning strategy with business goals and provide relevant ROI

REQUIREMENT:

1. Minimum Experience of 8 to 10 years into HRBP role

2. Handling a Span of more than 300 employees

3. HRBP Role along with Skillsets to manage Data and HR Analytics

- Credible activist: A sound HR professional with credibility in the business, with good stakeholder relationships and who get things done

- Strategic positioner: One who understands the global business context and builds the relevant HR capabilities around that

- Change champion: One who can help build the organization's capacity to change and to sustain change

- Innovator and integrator: Has the ability to innovate and integrate HR practices around critical business issues Ability to do data crunching and Analysis