The HRBPs at McCain look at the business goals, draws on their knowledge of HR, and develops strategies (action plans) to assist the business in delivering those goals. The HR Business Partner acts as a part of the connected team of HR resources that are embedded within the business, providing advisory support as it relates to workforce and strategic talent planning, HR program development, and the implementation of HR initiatives. This position is expected to deliver on driving the Commercial (Sales & Marketing) and Corporate function organizations (Finance, R&amp;D, Supply chain, IT and Procurement) end-to end People agenda in line with organizations winning culture strategy. Roles and Responsibilities &amp; Key Deliverables Business Partnership - Partner with business by proactively gaining insights and developing solutions for the business - Apply local market knowledge to develop fact based recommendations to drive business - Interpret HR and business challenges to develop appropriate HR responses - Driving innovative methods of engaging with the sales organization. - Provide input for quarterly and annual business planning, and outlines resourcing and people implications / considerations - Compile workforce analytics to develop people insights, sharing with HR Director. Change Management: - Support change execution, supporting client group in understanding and embracing changes - Conduct impact analysis and assess change readiness, including identifying training needs with reference all changes occurring in the businesses. - Engage with stakeholders to align change management to action plan - Ensure cross-functional teams are aware and engaged in the change - Apply appropriate change management methodology, executive plan and follow-up on impact - Evaluate effectiveness and course correct as needed - Ensure the effectiveness of the HR function, collaborating with CoEs and the Employee Experience Centre as appropriate Organization Design - Identify organizational design opportunities, including new ways of working, to drive organizational effectiveness solutions to the client group in lien with McCain Spans &amp; layers principles - Apply different types of organizational design Create appropriate timelines and action steps to meet targets for sustainability - Communicate findings and present recommendations to key stakeholders Performance Management - Drive implementation of performance management activities at the business level to ensure adherence with organization wide guidelines. - Drive quarterly reviews and lead year-end calibrations and annual merit discussions with Business Leaders. - Drive Performance Improvement Plans for low performers - Ensure HR Programmes designed are enabling a high performance culture Engagement Champion - Partner with business leaders to establish engagement strategies and their implementation across. - Coach and Train the people managers to develop action plans and their execution. - Drive communication around the engagement survey at various phases to ensure particiaption Talent Management: - Implement Talent Management processes for the client group to ensure continuous identification, development and retention of high potential talents. - Work with line managers on the design and delivery of appropriate and relevant IDPs for their employees - Facilitate IJPs, Promotions and Job Rotations by developing and executing Assessment Centers across functions. - Use Talent strategies to proactively Map talents to minimize loss of business days for MCRs Training &amp; Development: - Drive the organizational development agenda; ensure delivery of comprehensive learning &amp; development programs through effective utilization of available learning programs as well as identifying new opportunities for building learning content. - Build sales capability Partner with functions for design and execution of functional trainings, ensure delivery to last mile employee. Drive Success Frameworks and enabling employees to develop functional mastery. - Develop leadership capability through coaching and mentoring; support employee development and achievement of IDPs. Drive implementation of competency framework and 360-degree feedback process. - Lead Talent / skill development for first time managers &amp; enabling supervisors to be effective people Managers. - Develop Annual Training Calendar basis TNA. Managing annual training budget. MEASURES OF SUCCESS: - Talent Management - Succession coverage; Retention of HiPo/HiPro; Diversity - Organizational Development development plans in SF ; client requirement fulfillment, Progress in Team skilling - Employee engagement - Safety - Budget (direct / indirect) management KEY QUALIFICATION &amp; EXPERIENCES: - Strong internal consulting skills, with ability to influence change - Strong business-specific knowledge and organizational behaviour / design / effectiveness skills - Ability to facilitate relationships and partner with senior business leaders - Strong business acumen and project leadership skills - Knowledge of local employment-related laws and regulations - Strong communication and facilitation skills - Ability to translate business requirements into workable solutions - Ability to apply HR knowledge / experience across all HR policies, programs, processes, and functions - Post Graduate Management / MBA Experience 10+ years. Experience in Plant HR is an added advantage and in Sales HR is necessary. Added experience of leadership development, Culture building, OD, D&amp;I is a plus Role Specifications - Strong internal consulting skills, with ability to influence change - Strong business-specific knowledge and organizational behaviour / design / effectiveness skills - Ability to facilitate relationships and partner with senior business leaders - Strong business acumen and project leadership skills - Knowledge of local employment-related laws and regulations - Strong communication and facilitation skills - Ability to translate business requirements into workable solutions - Ability to apply HR knowledge / experience across all HR policies, programs, processes, and functions - Post Graduate Management / MBA Skills expected Strategic Partner - Ability to understand the business - Understands the business/function/plant vision and goals - Understands the strategies developed to achieve those goals - Takes knowledge of the business, goals and strategies and develops people-related initiatives to achieve goals - Measures the results of these initiatives to determine impact on top line growth or bottom line profitability Technical Expertise - Knowledge of labour legislation and company policy - Knowledge of HR best practice - Knowledge of HR theory - Knowledge of organisational HR initiatives - Ability to apply full range of HR knowledge to the organisations goals and strategies Change Agent - Understanding of change management principles - Ability to design and implement change strategies - Ability to leverage relationships and influence people to effect change - Communicate from a position of authority Leadership - Acts decisively in the best interest of the organisation - Manages resources to ensure achievement of organisational goals - Applies conflict resolution methods - Act ethically at all times

Delhi NCR

McCain - Senior Manager - HR Business Partner 

McCain - Senior Manager - HR Business Partner  ,Job Description for McCain - Senior Manager - HR Business Partner  in Mccain in  Delhi NCR for (10-15) years of experience. Apply Now!

Job Description for McCain - Senior Manager - HR Business Partner  in Mccain in  Delhi NCR for (10-15) years of experience. Apply Now!