Vedantu - Associate Director - HR Business Partner (8-15 yrs)

Associate Director - HR Business Partner

Key Responsibilities:

Strategic HR Partnership:

- Collaborate with senior business leaders to understand their objectives and provide strategic HR support to align people strategies with business goals.

- Lead workforce planning initiatives, including organizational design, talent reviews, and succession planning.

- Act as a change agent to drive transformation, cultural evolution, and continuous improvement.

Business Partnership:

- Act as a trusted advisor to business leaders on HR-related matters, including workforce planning, performance management, and employee engagement.

- Collaborate with stakeholders to identify and address talent needs, challenges, and opportunities.

- Support the implementation of HR initiatives that align with the company's strategic goals.

Employee Relations:

- Address employee concerns, providing guidance on company policies and conflict resolution.

- Promote a positive and inclusive work culture by implementing engagement strategies and feedback mechanisms.

Talent Management:

- Assist in the identification, development, and retention of top talent.

- Support the performance review process, ensuring alignment with individual and organizational goals.

- Partner with leaders to create employee development plans and succession strategies.

Data and Reporting:

- Analyze HR metrics and provide insights to business leaders to drive informed decision-making.

- Maintain accurate and up-to-date employee records and generate reports as needed.

Performance Management System (PMS):

- Develop, implement, and manage the organization's Performance Management System to ensure alignment with business goals and objectives.

- Lead the end-to-end performance appraisal process, including goal-setting, mid-year reviews, annual appraisals, and continuous feedback mechanisms.

- Collaborate with managers to ensure KPIs are effectively defined, measurable, and aligned with organizational strategy.

- Provide training to managers and employees on PMS processes, tools, and best practices.

- Conduct periodic audits and analysis of performance data to identify trends, areas for improvement, and opportunities to enhance organizational effectiveness.

- Facilitate calibration sessions to ensure consistency and fairness in performance ratings across departments.

Succession Planning:

- Design and implement a robust succession planning framework to identify and develop internal talent for key leadership and critical roles.

- Partner with business leaders to create talent pipelines by identifying high-potential employees and critical positions.

- Conduct regular talent reviews and create individual development plans (IDPs) for successors.

- Monitor and track progress of succession plans and provide updates to leadership.

- Work with Learning & Development (L&D) teams to create targeted programs that prepare employees for future roles.

Compliance and Governance:

- Ensure all PMS and succession processes comply with local labor laws, organizational policies, and industry standards.

- Regularly review and update PMS and succession policies and procedures to reflect best practices and business changes.

Qualifications and Skills:

Education: Bachelor's degree in Human Resources, Business Administration, or a related field (Master's degree preferred).

Experience:

- 5+ years of experience in HRBP, with a focus on performance management and succession planning.

- Strong understanding of PMS frameworks, talent development, and succession planning strategies.

- Proficiency in HR technology and performance management tools.

- Excellent communication, presentation, and stakeholder management skills.

- Analytical mindset with the ability to interpret data and provide actionable insights.

- Strong problem-solving skills and a proactive approach to addressing challenges.

Skills and Competencies:

- Proven ability to build strong relationships with senior leaders and act as a trusted advisor.

- Deep understanding of HR best practices, talent management, organizational design, and workforce planning.

- Strong analytical and problem-solving skills, with experience using HR analytics to guide strategy.

- Exceptional communication, influencing, and interpersonal skills.

- Ability to manage ambiguity, drive change, and deliver results in a dynamic environment.

- Proficiency in HRIS systems and advanced Microsoft Office skills (Excel, PowerPoint, etc.).

BEHAVIOURAL & CULTURAL FIT REQUIREMENTS:

- Demonstrated hustle, hands-on approach, and willingness to dive into tasks as needed.

- High level of motivation and hunger for success.

- Bias for action, displaying a strong sense of urgency.

- Exceptional ownership and accountability for assigned tasks and outcomes.

- Entrepreneurial mindset, characterized by creativity and initiative.