Manager/Senior Manager- HR Business Partner - Pharma/Manufacturing/FMCG/R&D/Pharmaceutical (6-14 yrs)

HR Business Partner

Role Overview / Purpose:

The role holder is responsible for ensuring that people strategies are aligned with Business growth plans for R&D. The role holder is responsible for all employee lifecycle processes, execution of corporate strategy and projects across the R&D site. The role is also the custodian of the HR Analytics & Manpower MIS for the Business Unit.

Overall Job Responsibilities:

Responsibilities:

Employee Engagement & Employee Connect:

- Deploying employee engagement and employee connect initiatives across the Business Unit. Developing and ensuring implementation of suitable action plans to drive improvement in identified engagement metrics across R&D Sites.

- Be the custodian of all HR Data and Employee information for the Business Unit. Manage the Organisation Structures and related documentation for the Business Unit. and use analytics to ensure business insights

Performance Management System:

- Anchor the Performance Management Process, including Goal Setting, Mid-year Performance Conversations and Annual Performance Appraisals, ensuring accurate & effective management from the systems & process perspective-

- Be the central point of contact between the functional leaders, HR Partners and the Corporate COEs to drive the Compensation Revision process, in-line with the Corporate Guidelines as well as the Business priorities.

- Present continuous analytical facilitate finalisation of proposals, in alignment with approved Budgets, for review by the BU HR Head and the Group Head.

Recruitment:

- Develop effective sourcing efforts to manage R&D's overall workforce requirements. Lead Talent sourcing for l positions and progressively study the external talent supply against internal trends.

Manpower Budgeting:

- Ensure budgetary compliance with corporate guidelines for Global R&D and Enabling Function Groups

- Training and Development: Conduct training needs identification analysis for all positions in the region. Ensure delivery of all learning workshops, orientation and training programs for all employees in R&D as per training calendar

Talent Management:

- To conduct Talent Management reviews as per calendar and ensure that the development plans are tracked with required rigor. To enable line managers for making qualitative decisions on talent. Drive employee career and skill development, succession planning, and staff training.