GEP - HR Business Partner

An ideal candidate for this role would have worked as an HRBP for a Technology / Software product firm with good knowledge of different functions (Engineering, QA, PMG, UX, etc.) and their challenges. Should have had some experience in recruitment and training.

STRATEGY:

- Understand business/function line(s) strategy and keep up to date with their organization, products and HR needs

- Strive to become a trusted partner of business/function line (s)

- Assist with the development and implementation of sound local HR practices

- Contribute to promoting specific HR initiatives (Campus program, Mentoring, Buddy program, Diversity, etc.)

- Contribute to budget exercise

- Contribute to Performance Management

- Provide guidance and input on business unit restructures, workforce planning and succession planning.

EMPLOYEE RELATIONS

- Handle employment relations and performance management issues

- Assist with communication initiatives to employees and managers

RECRUITMENT

- Understand the budgeted headcount in own business areas

- Have regular follow up meetings with Recruitment team and keep abreast of recruitment in one's areas

- Must be abreast and proactive in identifying any internal mobility opportunities and growth scope

EMPLOYEE ENGAGEMENT / RETENTION

- Design strategies and partner with the business to help employees achieve work-life balance.

- Facilitate and strengthen various employee engagement initiatives

- Partner with the business in Employee Survey, contribute to analyzing the results and driving initiatives

- Inculcate a culture of recognition in one's span and drive Rewards and Recognition.

- Conduct Focus Groups for across levels.

- Grievance Redressal: Engage with employees informally, closed loop on all complaints or grievances that are brought formally to HR notice

PERFORMANCE MANAGEMENT

- Facilitate Performance Management System (PMS)

- Work towards improving QUALITY of PMS process by upskilling/ raising awareness

- Facilitate Career Management

- Support business managers in compensation planning / decision process

- Provide day-to-day performance management guidance to line management (e.g., coaching, counseling, career development, disciplinary actions).

CAREER DEVELOPMENT

- In consultation with business, managers identify development needs of employees and facilitate implementation of the same.

- Support for all training initiatives

- Know managers and staff within scope (background, skills, motivations, etc.) to facilitate employee mobility very closely by assessing opportunities available v/s talent pool

EXIT PROCESS

- Conduct exit interviews, analyze attrition data and develop strategies to manage and reduce attrition in one's span

- No Dues and other exit formalities

OTHER

- Assist Head HR in executing any special projects or initiatives in one's span, as required

REQUIRED COMPETENCIES

Technical

- Experience in Core HRBP activities

- Experience in Lateral & Campus Recruitment

- Understanding of local labor law, diversity, inclusion and non-discrimination awareness

- Understanding of HR processes and procedures

- Business Acumen

- Negotiation Skills

- Project Management & Change Management Skills

- Excel skills

- Accuracy (with numbers)

Behavioral

- Strong sense of confidentiality and ethics

- Relationship Management

- Analytical skills, ability to access people and situations with objectivity

- Ability to plan, prioritize and deliver

- Client focus, Active listening, Ability to influence, Ability to conduct change management

- Adaptability/Flexibility - Job requires being open to change (positive or negative) and to considerable variety in the workplace.

- Initiative - Job requires a willingness to take on responsibilities and challenges.