Job
Description
Job Summary: The HRBP orchestrates the implementation of the business entity talent agenda, programs, and performance initiatives across the organization. With support from HRBPs, and COCs (Centers of Competence), the HRBP will ensure that HR priorities are aligned, and key human capital outcomes are monitored to achieve optimal results for the business. This position carries accountability for working directly with the business to solve for business problems with talent strategy, promoting organizational effectiveness, delivering, and contributing to existing and new programs and initiatives, maintaining, and improving the local business's identity and culture. Role & responsibilities : HR Strategy: Contribute to the global unit talent agenda, define priorities surrounding their respective entity or geo aligned to business strategy and work with CoC (Centers of Competence) functions to drive integrated solutions. Provide feedback to the business by monitoring emerging business opportunities and risks; play an active and influential role in the decision-making process and alignment of the business and talent agenda. Talent Management: Drive the attraction, development, and retention of diverse high caliber talent. Execute the executive lifecycle process as it comes to performance and strategic talent review. Client Management: Participate as needed in site strategy and pitching to contribute to overall business growth strategy. Strategic workforce planning: Anticipate future talent requirements based on business growth plans, devise strategies to address talent gaps, leverage expertise to facilitate optimal staffing decisions and planning. Rewards: Partner with the CoC to ensure competitive compensation and benefits to support the ability to attract and retain top talent; accountable for executive lifecycle process inclusive of compensation, rewards, benefits, etc Engagement: Ensure appropriate strategies and practices are implemented to increase employee engagement and manage risk effectively. Based on the outcomes of employee engagement evaluations, apply organizational actions as needed. Organizational development: Assess and advise on opportunities to improve effectiveness and efficiency through changes in structure, process, or job redesign. Learning and Development: Utilize effective processes to determine learning needs, initiate developmental actions and share outcomes across the business to drive performance improvement. Culture: Consult on business issues to protect, strengthen, and leverage company culture. Cost management: Interpret, analyze, and manage budget to meet or exceed business objectives. Analytics: Leverage people analytics data and devise insights to create targeted business plans, modify strategies as needed, to evaluate business trends. Preferred candidate profile : 15+ years experience from Top IT companies in Business HR Partner role Excellent Strategy maker and implementing Strong influencing skills Business acumen Strong HR Knowledge HR Policies, Performance management, talent development, career management, reward & compensation processes strategies, diversity management, employee relations, etc. Leveraging Networks Consulting Skills Business Leader Coaching Managing difficult conversations Engage and Build Talent Analyze data Analytics and apply insights from enterprise trends to respective unit. Experience working in matrixed and global environment/companies.
