Associate Director - HR Business Partner - Product Development Firm (10-12 yrs)

Associate Director - HR Business Partner

A Product Development Company is looking for experienced HR Business Partner who worked in a fast-paced /startup environment. Need experience in core HR domains, including performance management, organizational design.

Experience: 10+ years

Location: Bangalore

MBA in HR Preferred from Tier A university

Responsible For:

Business Acumen:

- You must maintain an understanding of the organization's vision, mission, values, and goals. The expectation is to Understand RZP business, and products.

- Have a good understanding of the business priorities.

- Foresees long-term implications of decisions taken, overcomes problems, and adapts to situations.

Excellent Stakeholder Management:

- You must understand a little bit of the political landscape.

- You need to be aware of what others are aware of, and the interests and focus areas of different business and HR leaders.

- In line with stakeholder management and communication skills, you should be effective in dealing with resistance.

- Build a strong rapport with key senior leaders within the business unit to establish a position as a thought partner.

Result Orientation & Problem Solving:

- Thinks 'out of the box and identifies innovative solutions in their efforts to achieve the organizational objectives. Foresees, plans, and utilizes available resources optimally.

Own 3P's:

- Owning the existing and contributing to future policy formulations.

- Should be able to connect business challenges to HR activities.

- Own all aspects of effectiveness in the employee lifecycle in the specific teams that the Business Partner is responsible for.

- Create reports to provide leaders with the necessary HR trend information to help achieve organizational objectives.

Lead Org design, restructuring & Change management:

- Establish an understanding of the short and long-term goals of planned organizational changes.

- Assess the HR implications of planned organizational changes.

- Diagnose the team dynamics that are at the root of team dysfunction.

- Implement team-based interventions that improve team effectiveness.

- To own various change management and organization effectiveness projects relevant to respective BU.

Driving Engagement & Retention:

- Measure employee engagement and morale.

- Partner to develop potential strategies, create work plans, and assess the impact and effectiveness to enhance employee engagement.

- Ensuring maximum participation, highest engagement, and success rate.

- Identifying potential attrition risks in the teams.

- Analyzing past attrition trends and preparing retention strategies for respective units, functions, and departments.

- Identify high-potential employees and work with their managers to develop career plans and provide them with the right opportunities.

Leadership development & Ensure Success Profiling:

- In addition to becoming leaders themselves, it's imperative that you develop leaders within an organization and, when necessary, identify external candidates for leadership roles.

- Ensure a developmental planning process for high-potential individuals.

- All leaders should be evaluated based on how their expertise and performance align with overall business objectives.

- Partner to develop and implement an effective program for the early identification and tracking of leadership talent to drive business results and help the business scale.

Drive learning & wellness Charters:

- Assess the merits of alternative strategies to create an organizational learning culture.

- Partner to implement learning and development programs that are relevant and effective.

- Partner to develop programs and initiatives that encourage employees to engage in wellness activities.

- Advocate for the merits of a proactive approach to mental health and psychological well-being to leaders and employees.

- Incorporate consideration of mental health and psychological well-being into HR initiatives.

Solve for Communication, grievance, and relationship management:

- Ensure ongoing and deep connects with employees, managers, and leaders.

- Ensure regular connect cadence for effective communications within teams and between an employee and their manager.

- Help build networks and establish effective working relationships.

- Working productively with others Cope up with ambiguity, identify conflicts of interest, and stress the need to protect employee and organization interests.

- Be responsible for resolving conflict and inducing collaboration within and across teams.

- Negotiating solutions that balance the interests of all parties.

- Delivering persuasive communications that build agreement on a particular course of action.