HR Business Partner - Non Sales - Life Insurance

Context & Role :

- The position will be responsible for developing and implementing appropriate HR strategies in conjunction with HR COEs and functional heads to create value & support in achieving business objectives.

- As HRBP, she/he will act as a trusted advisor by providing a broad range of HR consultation, solutions and services to all people managers.

- The responsibilities will include managing end-to-end employee lifecycle, including but not limited to Talent acquisition, Retention, Talent management, Employee engagement, Conflict resolution & Grievance Management, Budgetary and Head Count planning as well as maintaining discipline levels, ensuring adherence to relevant compliances and managing business partner engagement & satisfaction for non-sales functions.

- This role will also have a CoE responsibility to strategize, design and drive implementation of organizational initiatives such as (but not limited to) Diversity & Inclusion, Organisational Surveys, Health & Wellness, etc across organisation.

- He/she will also be expected to work closely & support the reporting Manager to benchmark as well as innovate strategies that strengthen the culture and drive measurable results.

Job Responsibility :

- Ensure staffing of planned headcount with pre-agreed hiring timelines and source mix. All hiring to be done as per agreed quality parameters & within norms.

- Partner with hiring managers / function heads to develop staffing plans and build a pipeline for key & critical positions by mapping the industry in a structured manner.

- Designing, Planning, Monitoring & Execution of Talent Acquisition strategies to create talent pipeline, widening sourcing funnel, quality hiring, streamlining selection process, exploring low-cost sourcing channels, etc in the agreed budget.

- In this capacity, incumbent will develop and execute workforce plans, provides exceptional candidate experience, and builds and maintains a candidate pipeline through industry/external networking.

- Maintains/ Update job requirements and job descriptions for all specified positions

- Vendor Management - Manage relationships with Recruitment Consultants and partner with them on specific search assignments

- Conduct exit interviews, analyze attrition data and develop strategies to manage and reduce the attrition.

- Track data and provide analysis of various recruitment measurements, such as employee retention rates, employee turnover, and open position aging reports

- Makes decisions based on utilization reports, and provides feedback to senior leaders

- Ensure that engagement activities are designed, communicated & executed across organisation in accordance with Global team guidelines

- Champion Diversity & Inclusion, Health & Wellness and Org Health Surveys and promoting and developing communication & training programs to enhance organization-wide understanding on these aspects

- Identifying external trends and recognizing best practice for organization culture & health

- Assess organizational climate through employee surveys; Supports design and administration components for employee engagement surveys

- Ensure follow up & action plan on the basis of feedback from employee surveys

- Partner with change leadership teams to leverage employee communications as part of the change management process.

- Analyze information and identify workplace improvement needs.

- Prepare drafts for external survey submissions/ nominations for external recognitions

- Provide inputs/ counselling to employees regarding career growth, performance and other work - related areas. Extend support/ guidance to their managers/ supervisors on the same.

- Manage & resolve complex employee relations issues ensuring effective, thorough and objective investigations.

- Maintain knowledge of statutory & legal requirements/laws related to people & business practices to reduce legal risks and ensuring statutory / regulatory compliances. Partner with legal & & compliance team as required.

- Achieve operational excellence in the implementation of HR processes such as hiring, on-boarding, performance management, HR operations, etc.

- Manage the identification, development, and delivery of content for communication and/or training on various related topics and issues

Qualifications & Skills Desired :

- MBA/ PGDBA in Human Resource with 10 - 11 years preferably with a focus on HRBP and employee experience and communications

- Exceptional English communication (written and verbal) and interpersonal skills

- Expertise in developing and delivering executive-level business presentations

- Significant success managing programs and driving change

- Should possess strong skill in researching and analyzing data

- Strong analytical and problem-solving abilities

- Ability to work independently and efficiently

- Ability to operate within a diverse, collaborative team atmosphere

- Basic understanding of Labour laws & industry practices