HRBP

Division

Department

Sub Department 1

Job Purpose

Partner with the Key Business stakeholders, COEs, Business  Leaders and the HR colleagues to deliver HR Strategies like (MiVoice survey results, action planning etc.) seamlessly in line with the business needs and priorities

Key Accountabilities (1/6)

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 HRBPâ„¢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

Key Accountabilities (2/6)

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

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

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.

Key Accountabilities (3/6)

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

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 COEâ„¢s and align the business with the objectives of the initiatives.

Key Accountabilities (4/6)

Key Accountabilities (5/6)

Key Accountabilities (6/6)

Major Challenges

• Dealing with a larger employee base and handling their complexities while managing high levels of ambiguity.
• Multiple Stake Holder Management across locations.

Key Interactions (1/2)

Key Interactions (2/2)

Dimensions (1/2)

Span of employees: 400 to 500 employees

Location: spread over 3-4 Locations

Manpower Budgets: 75 Lacs to 1 Cr

Dimensions (2/2)

Key Decisions (1/2)

Key Decisions (2/2)

Education Qualification

Post - Graduate or MBA in Human Resources or its equivalent preferably with a premier institute

Relevant Work Experience

Incumbent to have about 2 to 4 years of experience in a Business Partner role in any sales-driven organisation including retail, telecom, insurance, BFSI and 8 to 10 years of overall HR experience.