Director/Senior Director - HR Business Partner - BFS

As a senior HR BP, an ideal candidate should have supported larger employee base e.g. 2000/2500

Business Partnering Strategies, Policy execution :

- Build relationship across levels in the internal customer organization(Locations/Inter-department) and manage dynamics within these relationships to positively influence the overall partnership with Business Unit

- Develop, maintain and manage an engagement model and structure for the BU - including project reviews, PMO meetings

- Proactively understand the customer goals(Locations/Inter-department), needs and priorities, anticipate requirements and build capability/solutions based on future requirements of the BU/Location needs.

Total Rewards :

- Drive adherence to org level defined timelines and policies related to Total rewards .

- Provide Inputs to influence COEs OD /C&B to design/approve policies for the unit based on the broader unit C&B strategy in line with the business plan in order to meet the specific objectives of all the units.

Performance Management Framework & Talent Reviews :

- Review to ensure the business unit's performance management processes abide by corporate guidelines including monitoring and reporting for client groups, preparation of individual development plans .

- Implementation of performance management procedures and processes in a fair, transparent and done in a consistent manner.

- Drive a performance management culture in the unit which continually seeks to raise the bar; and addresses those with performance shortfalls in order to create a high performance culture in the business unit.

- Support to implementation of career framework within business units

Employee Engagement :

- Support in driving ESAT and Internal VoC survey response for the respective BU's managed .

- Drive employee engagement programs for the respective BU managed and drive HRBP's on the same .

- Guides the HRBP's to institutionalize a robust communication model to ensure maximum connect of employees with management and dissemination of information.

- Provide feedback from the ground (employee pulse) to COEs, participate and influence in org level engagement activities in order to drive engagement at org level and across the units consistently.

- Analyses trends to identify the attrition and retention trends ahead of times, provide corrective actions and prepare business entities as well.

- Provide suggestions and Implement OD interventions and position it as a critical adjunct for achieving business goals.

HR Transformations, Process Consulting :

- Participate in UAT and new system implementation which has touch points with employees