Strategic &amp; Tactical HR Partnership

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<li style="margin-left:1.6rem;">Collaborate with the business leaders as a strategic partner to understand business goals &amp; objectives and align HR strategies to support the goals.</li>
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<li style="margin-left:1.6rem;">Provide support and consultation to senior leaders and managers with HR related matters, talent management and responsibly coach the leaders to run people processes more efficiently.</li>
</ul>

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<li style="margin-left:1.6rem;">Partner with the Talent Acquisition team to recruit the right talent based on business priorities and retain top talent with an effective hiring and onboarding process.</li>
</ul>

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<li style="margin-left:1.6rem;">Integrate with the central teams, to ensure compliance, optimizing processes &amp; building initiatives to ensure best practices.</li>
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Employee Engagement and culture:

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<li style="margin-left:1.6rem;">Lead and drive HR programs &amp; initiatives that enhance employee experience, foster employee engagement and satisfaction such as employee development &amp; recognition programs, communication and feedback mechanism.</li>
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<li style="margin-left:1.6rem;">Integrate with central POC to ideate and execute employee surveys &amp; FGDs to monitor pulse of the employees and execute initiatives based on the analysis and outcome measures</li>
</ul>

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<li style="margin-left:1.6rem;">Lead engagement activities, team exercises for your function along with central POC, ensuring maximum participation and engagement.</li>
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<li style="margin-left:1.6rem;">Co-facilitate R&amp;R for employees as per central policy.</li>
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Performance Management:

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<li style="margin-left:1.6rem;">Giving performance management guidance to line managers &amp; advising on effective feedback techniques (for example mentoring, career planning, coaching, etc.)</li>
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<li style="margin-left:1.6rem;">Devising and introducing the right metrics and process for performance management with the central team.</li>
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<li style="margin-left:1.6rem;">Work with business and central teams to execute the performance life cycle. Co-create the framework, templates and lead the calibrations. </li>
</ul>
Career Development:

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<li style="margin-left:1.6rem;">Reskilling and upskilling: identify training needs and align training programs with business objectives, along with central team</li>
</ul>

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<li style="margin-left:1.6rem;">Succession planning: select and develop key talent to ensure there are talents to fill in critical roles</li>
</ul>

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<li style="margin-left:1.6rem;">Understand performance outcomes for employees and create a development ecosystem for them to boost performance.</li>
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<li style="margin-left:1.6rem;">Monitor training programs to ensure that training objectives are met.</li>
</ul>

What you will need 
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<li style="margin-left:1.6rem;">2 to 5 years of experience as an HRBP professional</li>
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<li style="margin-left:1.6rem;">A hustler mindset, who can take ownership and accountability of their respective function. We want the incumbent to be a leader of their space.</li>
</ul>

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<li style="margin-left:1.6rem;">Exceptional organizational and planning skills. We would love to have a Monica or an Amy</li>
</ul>

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<li style="margin-left:1.6rem;">Strong understanding of how employee experience impacts culture, productivity, and retention of a workplace</li>
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<li style="margin-left:1.6rem;">Excellent communication skills, both written and verbal</li>
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<li style="margin-left:1.6rem;">Ability to thrive in an ambiguous and rapidly changing environment</li>
</ul>

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<li style="margin-left:1.6rem;">Ability to set high personal goals and work independently</li>
</ul>

Human Resources Business

Job Details & Overview

Skills Required for Human Resources Business

Job Description for Human Resources Business