Senior Manager - HR Business Partner - Engineering & Technology GCC

Senior Manager - HR Business Partner

Role: Senior Manager HR-HRBP ( pref for Women candidate) Engineering and Technology GCCs

Reporting to: Director HR

Yrs of Exp: 12-15 yrs

Location: Pune

SKILLS AND KNOWLEDGE

MBA in HR. 12 - 15 yrs of relevant experience in HR preferably from Global Capability Centers (GCCs), Engineering and Technology Captive Centers.

Job role:

Key skills:

- HR Business Partnering, Talent Management, Leadership Development - any combination of these while possessing pre-dominantly HR Business partnering experience.

- Influence without authority, bring thought leadership into all programs and initiatives, possess industry insights / perspective and advise business leaders

- Manage a team of 3-4 HRBP managers

JOB ACCOUNTABILITIES:

People Strategy :

- Consult with Leaders to create a comprehensive people strategy to support the business and influence change. Act as a trusted advisor, coach leaders and play a key role in enhancing their leadership effectiveness

Talent Management, Leadership Development, Succession Planning, Coaching, Learning, Performance :

- Manage talent effectively and enable business leaders to cultivate an effective leadership pipeline. Provide expertise in career planning, succession planning, high potential development and their promotion recommendations and/or targeted talent programs, validate performance information

- Is a sounding board/expert for business stakeholders on coaching needs that derive from the annual performance / talent management processes. May lead succession planning, performance and talent management follow ups for Managers and team members

- Is a champion to create a culture of ongoing feedback and high performance, professional development, coaching & mentorship. Provides inputs and partners with Talent and L&D COEs to build relevant programs

- Builds L&D programs and works closely with L&D COE to identify training needs, areas for improvement and monitor feedback on learning programs. Provide inputs to L&D COE on business needs through various feedback platforms

- Providing direction for setting of KRAs/ Goal Setting to employees and execution of Performance Management system

Engagement and Culture :

- Keeps a tab on the pulse of the people by leveraging various sources (glint pulse surveys, exit interviews, etc.). Drive analytics and liaises across HR COEs to provide insights to leadership on the internal/external trends and movements in compensation, diversity, inclusion, hiring, onboarding, people guidelines, engagement, attrition

- Participates in and supports recognition programs and communication

- Serves as a change management agent/champion and provides HR consulting and coaching to business leaders on new Org structures, internal mobility, promotions, solving people and cultural issues etc. Partners with business leaders on issue identification, action planning, engagement initiatives.

HR Team Processes :

- Lead the compensation annual revision process and provide inputs to maintain/revise compensation and benefits program

- Oversees employee relation issues which may include : intake, investigations, conflict resolution session(s), and actioning any next steps. Provides expertise to business in technical and regulatory aspects of employment including hiring, termination, performance management, rewards, etc.

- Provide inputs and partner with HR COEs (L&D, C&B, HR Operations, Recruitment & Onboarding, Talent, EVP & DEI) to build strong people practices across employee lifecycle, create success stories of employees, managers and business in building a diverse, inclusive and empathetic culture and to bring in attrition control measures.