HR Business Partner - Sales & Commercial - FMCG/Healthcare/Pharma - XLRI/TISS

Qualifications & Experience

- 5-7 years of experience

- MBA HR from tier 1 Business School

Currently working with a Global multinational managing Corporate HRBP role

Position Summary

The HRBP will be responsible for proactively managing all HR, recruitment and generalist processes and practices enabling the HR team to support the business. This role will be key in delivering all people related policy, processes and development as well as coaching management and employees through the employment life cycle.

Learning and Development

- Analyse and provide recommendation to line manager to identify training roadmap and program to address business needs and improve employee capabilities

- Manage the Annual Training needs analysis process for the Organisation

- Coordinate with Line Management to identify and select Training and Development vendors

- Deliver and/or coordinate K-C corporate training and development programs

- Manage and ensure that training and development activities are carried out within the approve annual training budget and timelines

- Develop training and development strategies and plan for management and professional roles and provide functional support to functional capability teams and Line manager

- Support Mill HR in developing and executing Training calendar

- Evaluate the outcome of learning and development activities to ensure learning and behaviour change are achieved in a cost - effective manner

Employee Engagement

- Develop and implement effective programs that build and enhance employee engagement

- Budgeting and Forecasting for Employee engagement related initiatives

- Work closely with stakeholders and line manager to design and implement innovative employee engagement initiatives

Talent Management:

Work with Managers and the HRD to provide strategy and advice on the management of talent to ensure high potential is identified and developed.

Staffing & Productivity

- Identify critical staffing issues and implications along with the leadership team of the unit

- Guide managers in the optimum utilization and deployment of resources across the unit including monitoring of the various categories of employees working in the unit.

- Define staffing gaps and surpluses along with critical requirements

- Collaboration with COE to develop a resourcing strategy and innovative, timely and cost effective best practice solutions to enable the organization to meet its objectives.

- Implement/execute the resourcing plan

- Act as a custodian of various HR metrics like attrition analysis, productivity trends, performance metrics etc.

Employee Communication

Enhance the organization culture using Internal Communication

- Develop innovative and engaging communication for employees to help brand organisational and HR systems - and processes

- Communicate with external agencies for developing engaging communication and Branding

- Support other HR specialists in creating engaging communication and branding content