Senior HR Business Partner - Pharma

Sr Human Resource Business Partner

- Candidates from pharma company(past/present) should only apply.

- MBA from Tier1 or Tier2 Only.

I. Deliver the HR support to the business to achieve the strategic objectives set out in the business goal sheet - Support key HR processes across relevant business functions in collaboration with HRBP's for supporting achievement of business objectives

II. Design and review the workforce plan for the talent pipeline requirements in line with the function or business strategy - Deliver the talent needs of the business across regions to enhance top talent utilization and retention

- Identifying and developing the right talent to ensure talent availability & development across the business

- Planning & implementing the On Boarding practices to ensure effective orientation for new joinees

III. Manage key business performance targets and their related talent implications with business leaders. - Implement the performance management process along with the HRBP's as per the COE guidelines to ensure meritocracy and high performance culture in the organization.

- Facilitate the creation of goal sheets and the performance review conversations

- Carry out performance rating normalization for each function and ensure communication of final performance ratings by the appraisers to the respective appraises.

- Support functional heads in successional planning through identification and development of second line of leadership

IV. Manage compliance and employee welfare to make the workplace environment conducive to work - Ensuring that the HRBP's are well supported to deal with all employee welfare cases and best practices are followed to ensure adherence to processes.

- Ensure employee queries are addressed in a prompt manner and escalate to CoEs or senior management where applicable

- Initiate and manage disciplinary proceedings in cases of employee misconduct

- Manage separation (termination / resignation) process for employees and drive analytics from data gathered in exit interviews

- Facilitate recruitment across the respective functions as per the timelines and budget given

V. Implement Employee Engagement initiatives across regions to create an engaged workforce - Plan & implement employee engagement activities across business functions

- Communicating with the employees to create a constant Employee Connect.

VI. Support the L&D team to identify and drive L&D interventions in the relevant areas. - Support the L&D roadmap to enhance employee capability

- Work along with business and help them identify the possible needs for intervention

- Collect feedback on training programs and share relevant observations with the L&D team in order to improve the content being covered

VII. Support any specific OD / change management initiatives ensuring that they provide a value adding service in all change management initiatives. - Plan and implement change management initiatives in collaboration with the COE's and align the business with the objectives of the initiatives.

VIII. Lead special projects that need to be carried out to enhance effectiveness of the function - Work in collaboration with the Head Business HR leader to support special OD initiatives in the respective functions

- Co create & ensure completion of special initiatives focusing on strengthening & retaining talent in the function

- Create dashboards & run analytics for the function which can provide insights which will enable to take informed OD changes in the function

- Run the reward and recognition program to build a conducive work environment