Strategic Business Partner

- Work closely with leadership stakeholders to run the charter of employee engagement and talent development across business units

- Own and anchor talent management, and retention charter to ensure attrition levels are within targets

- Drive retention discussions with business, facilitate reversals and ensure attrition levels are within targets. Drive focused retention management plans across business teams

- Partner with stakeholders in creating and driving BU priorities for talent management & retention

- Create plans for engaging and retaining key talent, Reward & Recognition programs, Talent identification and reviews

- Ensure implementation of organization development and talent management initiatives for the business unit

- Drive people processes such as Performance Management, Promotion, G&Os, Leadership Survey, Manager Assessment, SKIP, Annual Salary Review and Talent Review Planning

- Collaborate with Business Leaders and partner with HR team to drive people processes like Performance Appraisal, Promotion, SKIP, Talent Review Planning etc

Talent Development

- Responsible for sharing feedback of retention management plans with Leadership, facilitating critical action on improvements

- Lead complete engagement charter (AHM/ Town hall/ R&R). Ensure improvement in Employee Perception Survey scores for the business y-o-y

- Design and lead the engagement charter for business unit. Analyse employee engagement scores, created action plans to increase employee engagement

- Lead career conversations and facilitate leadership connect, motivate employees through innovative Rewards & Recognition programs

- Manage Grievances, Disciplinary incidents and ensure constructive resolution to incidents with report shared to leadership

- Collaborate with corporate and internal HR team for execution of all key people processes starting from guidelines stage to final closure

- Track trends in employee concerns, behaviour and proactively address them to improve work relationships

- Gather feedback through various forums such as People Connects, Engagement Surveys, 1-1s to build effective solutions and design action plans to bridge the gaps

- Facilitate conversations on key organizational changes & share feedback, inputs from pulse of people to leadership

- Undertake travel to locations where employee base is present to connect with leaders and employees

Employee Relations

- Assist managers in the areas of talent management, employee recognition, performance management, employee coaching, etc

- Maintain good rapport and working relationships with employees and managers to prevent and resolve issues affecting the workplace and help support a positive work environment

- Communicate and assist in the implementation of policies, practices and procedures. Coach and educate all levels of the organization on HR best practices

- Support the annual compensation cycle and administer performance management process for employees

- Provides strategic advice, counsel and consultative solutions to executives on people management aspects of their business to include team effectiveness, and employee engagement solutions

- Partner and coach line managers in key HR processes and continuously improve HR practices/processes

- Coach and support line managers in leading and managing their people including through HR systems, leadership development, policies and talent processes

- Provide management guidance on development opportunities to promote career growth to help develop a high-performance culture

- Provide performance management expertise and assistance to sustain the highest quality workforce

- Member of project team that combined HR functions for business units. To work in different projects aligned to business strategies

Operations Excellence

- Ensure Business compliance and employment guidelines norms, front ending disciplinary investigations

- Ensure 100% closure of HR SLAs and drive key people initiatives for the assigned business unit

- Stakeholder Management and maintain people information for required BU

- Performance Management and all other People Process management

- Attrition Management by reporting various attrition data and analysis. Working with business for retention plans

- Manage all people process and queries. Monitor disciplinary and grievance incidents

- Work with designated HR teams for compensation interventions

- Talent Review and identifying key talent for retention and development

- Exit Management

- Manage BU related reviews and processes and ensure employee communications for the assigned business

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