NNIIT - HR Business Partner (5-7 yrs)

Objective:

As an HR Business Partner (HRBP), you will work closely with business leaders to align HR strategies with overall business objectives.

You will play a key role in influencing and advising leadership teams on HR practices, talent management, employee relations, organizational development, and more.

You will act as a trusted advisor and partner to the business, ensuring HR initiatives drive performance, engagement, and retention.

Key Responsibilities:

Strategic HR Support:

- Partner with leadership teams to understand business objectives, challenges, and opportunities, and proactively design HR strategies to meet those needs.

- Align HR practices with business goals, ensuring that talent management, organizational development, and employee engagement initiatives contribute to the overall success of the organization.

- Provide guidance on workforce planning, organizational design, and talent acquisition strategies to support business growth and scalability.

- Contribute to the development of long-term strategies to drive employee engagement, retention, and performance.

Employee Relations & Engagement:

- Act as a point of contact for managers and employees, providing coaching, guidance, and support on employee relations matters.

- Address and resolve employee concerns, mediate conflicts, and handle sensitive employee situations in a fair and equitable manner.

- Drive initiatives to improve employee satisfaction, morale, and overall engagement across teams.

- Foster a positive workplace culture that aligns with the company's values and mission.

Talent Management & Development:

- Support leadership in identifying talent gaps and development needs within teams and departments.

- Work with managers to assess individual and team performance, identify training needs, and create development plans for employees.

- Facilitate succession planning and talent development programs to ensure a strong pipeline of future leaders.

- Advise on career development and performance management processes to ensure alignment with business goals.

Performance Management:

- Provide guidance and support in the implementation of performance management processes, including goal setting, feedback, and performance appraisals.

- Collaborate with leadership to identify underperforming areas and design corrective action plans or development opportunities to improve team and individual performance.

- Ensure performance management processes are aligned with business objectives and foster a culture of continuous improvement.

Change Management & Organizational Development:

- Support and manage change management initiatives by helping leadership navigate transitions, restructuring, and other organizational changes.

- Advise on organizational development strategies, including team dynamics, leadership development, and aligning structure with business strategy.

- Lead or support initiatives that foster a high-performance culture, improve communication across teams, and build organizational capabilities.

HR Analytics & Reporting:

- Use HR data and analytics to provide insights and recommendations to business leaders on talent trends, employee performance, engagement, and retention.

- Track key HR metrics and provide regular reports to management to support decision-making and identify areas for improvement.

- Assist in the design of employee surveys, gather feedback, and analyze data to identify organizational needs and opportunities for growth.

Compliance & HR Policies:

- Ensure that all HR practices comply with local, state, and federal labor laws, as well as company policies and procedures.

- Advise managers and employees on policies related to employment, compensation, benefits, and other HR-related matters.

- Stay updated on HR best practices, trends, and legal developments to ensure compliance and mitigate risks.

Qualifications:

Experience:

- 5-7 years of experience as an HR Business Partner, HR Generalist, or in a similar role, with a proven track record of partnering with leadership to drive organizational effectiveness.

- Experience in talent management, employee relations, performance management, and organizational development.

- Strong knowledge of HR principles, practices, and labor laws, with the ability to apply them strategically'