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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