Head - HR Business Partner - Digital Payments (10-16 yrs)

Leading Tech and digital payment company requires Head /Sr Mgr - HRBP- Delhi

Our client 100% subsidiary of a Singapore based company working in Digital Payments, Instant Rewards and Gift Vouchers space. The client is the largest enabler and aggregator of Digital Gift Vouchers / Gift Cards / Micro mini payments for 190 + brands like Levi's, Flipkart, Marks and Spencer, Dominos etc. The clientele spreads across 200 + clients across verticals like BFSI, Loyalty, Retail, E-com like HDFC Bank, Amazon, SBI, Axis Bank, Payback, Paytm, Colgate, Asian Paints, Dell, Havells etc. to name a few. It is the largest digital rewards backend solutions organization in India with annual turnover of INR 2500 crores (financial year 20-21) and also servicing top 12 private sector banks. Our purpose is straightforward: to simplify the process of Gratification. The client started operations over a decade ago with a mission to transform O2O (online-to-offline) tech space. Today, we lead the industry with 60% of the market share with pre-eminent CRM & Loyalty solutions.

E-Gift Vouchers are at the core of our solutions. We allow instant procurement and delivery of e-Gift Vouchers through our cutting-edge technology and adept manpower. Furthermore, our association with 190+ renowned brands has empowered us to give our clients (& their network) a bouquet of choices.

We are looking out for Head/ Sr Mgr- HRBP for our client office at Delhi

PFB the details:

- Client : Leading digital payment company

- Role: Head/ Sr Mgr - HRBP / HR Operations

- Location: Delhi

- Experience: over10 years in HRBP with an organization of repute preferably digital payments/ Fintech/ BFSI/ Similar industry

- Qualification: Graduate + MBA in HR preferred

PFB the JD and details:

- The role and responsibilities of a Human Resource Business Partner (HRBP) vary depending on the specific needs and goals of the organization and the business unit they support. However, some common responsibilities of an HRBP may include:

- Providing strategic HR support and guidance to a specific business unit or department. This may involve working closely with the business unit to understand their needs and goals and developing strategies to support them.

- Advising on and managing employee relations issues, including conflicts, grievances, and disciplinary matters. HRBPs work with employees and managers to resolve any HR- related issues in a fair and consistent manner.

- Leading or participating in HR initiatives and projects, such as implementing new policies or processes, conducting employee engagement surveys, and developing training programs. HRBPs work closely with the HR team and other stakeholders to ensure that HR initiatives are aligned with the needs and goals of the organization.

- Providing guidance and support to managers and employees on HR- related matters, including performance management, employee relations, and talent development. This may involve coaching managers on how to effectively manage and develop their teams, as well as working with employees to address any HR- related concerns or issues.

- Participating in succession planning and talent management efforts to ensure the organization has the right people in the right roles.

-This may involve identifying and developing high- potential employees, as well as working with managers to create development plans for their teams.

- Collaborating with the HR team and other stakeholders to ensure HR initiatives and policies are aligned with the overall goals and objectives of the organization.

- He/ she will take own responsibility of talent acquisition and engagement

- Build relationships with business leaders to offer thought leadership on organizational and people- related strategy and execution.

- Consult with leaders to create a comprehensive people plan to influence lasting change over large functions.

- Solve challenges and get to the root cause of any issue, no matter how complex.

- Design and quickly implement solutions that cut across multiple disciplines, even those beyond people and organizational solutions.

- Provide expertise in the following areas: career planning, performance management, coaching, data analysis, compensation and rewards, employee relations, learning and development, recognition programs, and strategic development.

- Identify and surface trends in both qualitative and quantitative data to help improve organizational health, understand when data will assist in making smart, informed decisions.

- Interpret complex analyses and tie back to business priorities.

- Develop a relationship with key leaders at multiple levels within the supported business group.

-The role includes coaching and influencing key stake holders to make decisions that are compatible with best practices

- Influence, drive and control delivery of HR services to business, through CoEs of recruitment, employee shared services, learning function, compensation and benefits, statutory and compliance services.

- Overall, the role of an HRBP is to be a strategic partner to the business unit and help drive HR initiatives that support the organization's overall goals and objectives.

Skills Required:

- There are several skills that are important for a Human Resource Business Partner (HRBP) to have in order to be successful in their role.

These skills may include:

- Strong Communication and Interpersonal Skills: HRBPs need to be able to effectively communicate and collaborate with employees, managers, and other stakeholders within the organization. This may involve being able to clearly and concisely convey information, as well as being a good listener and being able to build strong working relationships.

- Strategic Thinking And Problem- Solving Skills: HRBPs need to be able to identify and address HR- related challenges and opportunities in a strategic and effective manner. This may involve analyzing data, developing and implementing solutions, and being able to think critically and creatively.

- Leadership and Management Skills: HRBPs may be responsible for leading HR initiatives and projects, and therefore need to have strong leadership and management skills. This may involve being able to effectively delegate tasks, set goals and expectations, and provide guidance and support to others.

- Emotional Intelligence: HRBPs need to be able to effectively manage their own emotions and the emotions of others in order to effectively navigate employee relations issues and conflicts. This may involve being able to understand and manage one's own emotions, as well as being able to empathize with others and effectively manage difficult situations.

- Conflict Resolution Skills: HRBPs may be involved in resolving employee conflicts and grievances, and therefore need to have strong conflict resolution skills. This may involve being able to identify and address the underlying issues that are causing the conflict, as well as being able to mediate and facilitate resolution.