Flipkart - Director - HR Business Partner

Key Responsibilities:

Strategy / Policy

- Co-plans and facilitates the Supply Chain HR Strategic & Goal planning process in alignment with business strategic priorities

- Coordinates AOP planning and budgeting activities to meet required company timelines.

- Co-leads key HR cross functional projects and often be the SPOC to FK COEs for Policy

Shaping and Implementation

- Continue to evangelize Inclusion & Diversity Agenda at Supply Chain. Hold Business and HR Leaders accountability of InD Metrics. Co-create Inclusion Culture building and Capability building for Managers.

- Champions change management principles and practices for the HR function. Anchors large HR project implementation plans (being managed by the COE s and / or Supply HR Leadership) to ensure proper change management practices are being adopted

- Partner critical Organization Development (OD) tracks in partnership with peers / COEs

Program Management & Governance

- Works with the HR Analytical team to monitor P0 metrics and build cadence to Asset Reviews across stakeholder groups

- Monitors Cost Walk plans throughout the year and makes recommendations to keep approved activities on track

- Custodian of Implementing CPD and Talent Management Philosophy and Processes at Supply Chain. Responsible for building right capabilities / governance check ins on CPD throughout the year with Supply Chain HR partners

- Will be a primary team member to land Supply Chain Campus Hiring , Mapping and Experience including curated Campus Tracks.

- Partner Talent & Succession Planning Discussions and Action Planning through Leadership & Asset HR sync ups; Enable crucial talent initiatives like Job Architecture, Career Pathing, Competency Frameworks, Job Rotations etc to enable Career Development,

HR Business Partner for Central Ekart Functions.

- Be the business leader with HR subject matter expertise & align HR best practices to business needs and employee expectations.

- Align business practice with people to drive effective performance. Identify, analyze, scale and implement best practices suited for the organization through effective HR interventions.

- Develop effective partnership with employees, managers and ensure a positive work environment. Create a robust employee network to understand and act on the pulse of the organization.

- Be an active mentor and coach for Business leaders on people and business practices.

- Create talent management strategies and develop a strategic relationship with business to drive org goals.

- Be the guardian of change management - for changes that have any people implications.

- Evaluate potential employee challenges and address proactively to enhance employee satisfaction.

- Have an analytical bent of mind to use data insights for People Decision making and problem solving.

- Be an inspiring People Manager - Coach HR Team members effectively to deliver results

- Collaborate effectively with all stakeholders within HR organization

- IR bent of mind and ensure continuity of work with proactive interventions.

The following competencies will enable success in the role:

- Business Acumen - An ability to understand the business metrics / key drivers to drive appropriate decisions / actions that lead to business results.

- Strong Program Management skills. Ability to collaborate with and outside the function to drive results.

- Combined analytical and persuasion skills with a comfort and flexibility level to work across stakeholder groups

- Ability to analyze human capital data to identify business improvement opportunities

- Excellent organization, written/ verbal communication, analytical, and presentation skills