HR Business Partner - Non Tech Domain - Internet/eCommerce

Business Partnering :

- Partner with business to deliver on business targets (revenue, growth, etc.) by providing HR solutions

- Expected to problem solve to unblock the business

- Expected to proactively identify opportunities for increased efficiency and effectiveness

- Maintain strong individual connect and regular touch points with leadership from the assigned business groups

- Solve for front-line attrition by doing attrition analysis and taking corrective action

- Regular visit to sales offices in the regions and interact with the employees.

- Attend review meetings and market visits

Talent Acquisition & Onboarding:

- Identify workforce requirements through liaison with regional sales managers and ensure that requirements are in sync with annual operating plan and organization's operating structure from a perspective of layers, spans, etc.

- Develop job descriptions (if not available) or edit existing ones to provide a realistic view of the role

- Work with talent acquisition partner to identify different available avenues for sourcing of right talent

- Review profiles, interview candidates and roll out offers with talent acquisition and business leader to ensure adherence to budgets and to attract right talent in the organization

Talent Management:

- Oversee the performance management process including goal setting, regular touch bases and final evaluation as per the decided timelines, for the assigned region

- Enable the talent process by holistic review of talent in the team for creating a strong succession planning bench

- Facilitate discussions of low performers with their managers and ensure creation of performance improvement plan; Track achievement and take appropriate action in case of no visible increase in performance level

- Design and conduct assessment centers for critical transitions

- Drive organization health & manager connect surveys, as and when conducted, and ensure maximum coverage for the assigned region

- Analyze survey results for the functions / businesses handled, identify concern areas, liaise with business heads and draft action plans to mitigate the concerns

- Work with managers and identify the learning needs of the employees and design interventions in collaboration with the L&D team to provide appropriate learning intervention

- Expected to provide coaching on managerial and people development to managers

Compensation & Benefits :

- Incentive understanding and administration

- Implementation of R&R program

- Expected to design and deliver customized comp solutions for the business

- Roll out monthly and quarterly incentives based on the various criteria.

Employee Lifecycle & HR Operations :

- Tracking the productivity of the manpower on monthly basis and preparing reports on the same

- Prepare and provide employee related data/ insights depending on requirement to solve for frontline

- Own and interpret HR policy for the organization and resolve issues quickly and effectively. Address all employee queries and provide help/ support within decided timelines

- Address grievances raised by employees from the assigned business groups, and work with all stakeholders to ensure fair resolution of the issue

- Ensuring proactive employee communication on process and policies.

- Design and deliver innovative, engagement, wellness & recognition processes.

- Conduct exit interviews for all employees and analyze exit interview data

Statutory and Legal Compliance:
 
- Ensures the implementation of labor laws and adherence of statutory compliance

- Liaison with local statutory bodies pertaining to labor compliance

- Impart adequate knowledge of labor laws to the line managers.