Head - HR Business Partner (7-15 yrs)

JOB RESPONSIBILITIES

New Business & Pivots People Agenda

- Collaborate with organization's leadership to design and implement a people strategy that aligns with the new business pivots & its overarching goals, enhancing talent attraction, engagement, and retention.

- Act as a key advisor on people-related matters, offering insights on organizational effectiveness, employee morale, and team dynamics.

New Business Org Structure

- Understand the unique needs of new businesses and pivots and ensure right optimal org structure that aligns with the strategic goals, facilitates agility, and optimizes operational efficiency.

- Define and execute a comprehensive Workforce Planning Strategy to identify the right talent mix, critical roles, and resource allocation, ensuring the business venture is equipped to scale effectively.

Operational HR Delivery

- Ensure on-ground HR delivery for the new businesses, including handling employee queries, resolving issues, and addressing day-to-day HR needs.

- Execute policies and HR initiatives tailored to new businesses, ensuring alignment with the unique needs of the business.

Employee Life Cycle Management

- Oversee the entire employee life cycle, from onboarding to capability development, performance management, and exit.

- Partner with the Shared Services (HR Operations) team to streamline HR processes, ensuring efficient execution of transactional activities such as payroll, benefits, and leave management.

Performance Management

- Facilitate the performance management process, ensuring timely and fair evaluations that support employee growth and align with business goals.

- Identify development needs and work with the centralized L&D COE to create customized learning and capability-building programs for the new business.

Change Management & Communication

- Support change management initiatives, especially as organization continues to evolve within the startup space, ensuring employees are well-informed and aligned with the business's vision.

- Act as a conduit for effective communication between organization's leadership and employees, ensuring transparency and alignment on organizational priorities.

HR MIS & Reporting

- Track and report on key HR metrics, such as attraction, attrition, engagement, time-to-fill, and performance ratings, using data-driven insights to inform HR strategies and decisions.

- Conduct exit interviews, analyse trends, and provide actionable recommendations to reduce turnover and enhance retention.