HR Business Partner - Consulting Firm (5-10 yrs)

Business Partnering:

Strategic Partnership: Act as a trusted partner to senior leadership, offering HR guidance and solutions that align with the organization's overarching business objectives.

Workforce Planning & Talent Management: Lead initiatives in talent acquisition, workforce planning, and organizational development to drive sustainable business growth.

Employee Relations & Query Resolutions : Collaborate with leadership to address employee relations, performance management, and organizational change efforts.

Employee Engagement & Retention: Implement strategies to enhance employee engagement, create a positive work culture, and drive retention through proactive initiatives.

HR Policy & Program Development: Create and enforce HR policies and programs that ensure organizational effectiveness and align with business goals.

PMS & L&D: Learning & Development (L&D): Design and implement comprehensive employee development programs to boost skills, productivity, and overall organizational effectiveness.

Performance Management System (PMS): Oversee the entire performance appraisal cycle, ensuring alignment between employee objectives and organizational goals. Lead follow-ups for reviews, calibration, and bell curve finalization

Change Management and Analytics:

Change Management: Act as a change agent, driving and managing organizational transformations toalign with strategic goals and objectives.

HR Metrics & Analysis: Regularly monitor HR metrics, identify trends, and implement initiatives to address performance and satisfaction gaps within the workforce.

Collaborative HR Strategy Development: Work closely with leadership to develop and execute HR strategies that contribute to overall business success.

Policies and Compliances:

Policy Drafting & Adherence: Create, implement, and periodically review HR policies to ensure alignment with business needs, legal requirements, and regulatory compliance.

Statutory Compliance: Oversee statutory compliance, including PF (Provident Fund), ESIC (Employees' State Insurance), PT (Professional Tax), and Statutory Bonus, ensuring timely and accurate submissions.

POSH Compliance & Training: Organize and manage POSH (Prevention of Sexual Harassment) training, track POSH meetings and internal committee interactions, and ensure compliance with the POSH Act.

HR Process Optimization: Design, implement, and continuously refine HR processes to enhance operational efficiency and organizational effectiveness.

Standard Operating Procedures (SOPs): Develop and maintain detailed SOPs for HR operations to ensure consistency, clarity, and alignment across all HR activities.

Service Level Agreements (SLAs): Define, implement, and manage SLAs for HR services, ensuring that timelines and quality standards are consistently met