The HR Business Partner role at RRD Go Creative is a comprehensive, strategic and critical role to the Business and provides expertise, counsel and partnership on a variety of HR areas. The role is an integral part of the business group and is accountable for all actions in the HR space.

The HR Business partner works seamlessly with various business and HR stakeholders to ensure the people imperatives are delivered with excellence and impact. Influencing without authority as well as strategic thinking are key attributes required for the success of this role. Exhibits credible domain expertise, understands aligned business group priorities, and effectively delivers on the HR operating plan.

Play a role in employee and organizational development; create tools and programs that integrate, grow and retain employees within RRD, spearhead changes in systems and processes by adapting industry employee related best practices, facilitate vertical and lateral career growth paths for employees. Be prepared to innovate and actively seek out-of-the-box solutions to redesign and strengthen the company's human resources systems to allow benchmarking.

Essential Qualifications:

MBA or Post Graduation in Human Resources, any certification in HR processes an added advantage

Exceptional communication and negotiation abilities, Ability to work effectively in a fast-paced and dynamic environment, Stay updated on industry trends and best practices in HR management and Ability to thrive in an unstructured environment and work independently

Technical Qualifications: MS Office Suite and technical know-how of all HR applications in people management space

Experience: Minimum of 6+ years of work experience in HR management, with a focus on employee relations and talent management, and worked in an IT/ ITES background

Work Schedule: Must be flexible to work during day, night and weekend shifts - based on business need

Areas of Accountability:

Employee Engagement and Retention:

- Plan and conduct engagement initiatives for the business unit with the objective to motivate and retain employees

- Responsible to drive a culture of Rewards and Recognition in the division

- Roll out various programs targeting employee retention / engagement

- Identification and retention of critical and top talent

- Conduct exit interviews and report insights from various HR connects and feedback tools to leadership periodically along with action items and have them implemented

- Organize forums, working groups, seminars, road shows, training sessions, and other information-sharing activities working in stakeholders

Talent Management and Organization Development:

- Implement Talent Management strategy for the business unit

- Support implementation / execution of organization wide OD / Change management interventions and projects

- Understand the competencies assigned to each role within the business unit, identify gaps and facilitate development

- Project Manage the interventions to ensure on time completion with desired results

- Manage the High Performer / High Potential talent pool of the organization and create interventions targeted towards their engagement, development and retention

- Track the effectiveness of Talent Management and OD interventions

Other Responsibilities:

- Implement HR Policies & special initiatives

- Ensure compliance with the RRDs policies and practices

- Provide changes and feedback to the policies as required

- Conduct open houses with leaders, skip level meetings with the Managers / employees to understand the issues/concerns

- Ensure timely & appropriate dissemination of all employee communication

- Responsible for timely closure of these issues

- Implement the Performance Management Process within the business unit

- Facilitate the goal setting process as per the process timelines

- Support business in managing poor performers

- Liaise with the Learning and Development function in creating various kinds of development, learning programs for identified target groups

- Partner with L&D in the Training Need Identification process

- Establish strong relationships / trust with the business leadership, managers and employees

- Spend time with the Business in understanding key variables, opportunities, challenges and its external and internal environment

- Provide perspectives to the business and influence / support the decision-making process

- Be a part of all management reviews / account reviews of the business unit

- Utilize HR analytics to gather and analyze data related to workforce trends, employee performance, turnover rates, and other HR metrics.

- Generate reports and insights to support decision-making and strategic planning