OYO Rooms - HR Business Partner

Role and Responsibilities:

- Supporting the Hub team on strategic & transactional HR needs - hiring, talent Management, change management & cascading of policies & systems.

- Overseeing all employee life cycle activities from induction to exit.

- Manage HR metrics and dashboards for the HUB

- Participates in the development of the department's plans and programs as a strategic partner, but particularly from the perspective of the impact on people.

- Partners with business leaders, to enhance the employee experience for all phases of the employment lifecycle (attracting, developing, retaining) within the organization.

- Talent Management - Enable Career Development, Succession Planning, Performance Management - effective management of High Potential employees as well as laggards,

- Employee Engagement and organizational change processes, HR Specialists and HR Head to maintain a high performance culture.

- Initiates, delivers and communicates companywide and business-specific programs and initiatives, as appropriate, via partnership with HR leadership, and partners with the HR Shared Services team to ensure the region/business groups receive the necessary services, support and communications from centralized HR functions.

- Upskilling of leadership bench strength - Coaches business managers on employee relations best practices in both individual and collective change processes in order to protect the company and the employees.

- Supports the implementation of organizations and cultures that drive innovation and employee engagement and supports the implementation of structures and strategies to improve individual and organizational performance.

- Partners closely with the HR Shared Services team as well as Legal counsel to ensure policies and procedures comply with local and regional legislation and best practices - and are understood and applied consistently by managers as well as employees.

- Oversees necessary administrative processes (i.e., Payroll, Benefits, Data management and employee mobility) to ensure effectiveness and accuracy in implementation.

- Partners as appropriate to resolve all HR policy inquiries and employee relations issues keeping in mind both the needs of the business and employee advocacy.