Chief Manager- Human Resources Business Partner

JOB PURPOSE

• Partnering with business leaders to align HR strategies with the unique priorities of the respective functions.
• Provide strategic guidance on talent management, workforce planning, and organizational effectiveness to support the achievement of business goals.
• Advise and coach leaders on driving the organizational values and culture

KEY ACCOUNTABILITIES

Strategic Activities

• Actively drive the HR strategy with a business perspective in line with functional and organizational objectives, and in accordance with regulatory compliances
• Actively consult and provide solutions related to workforce, talent, and organizational matters to senior business leaders
• Partner with business leaders (CXO’s and HOD’s) for organization structure transformation & act as a true champion for fostering cultural changes for the integrated structure

Business Partnering

• Spearhead the development and implementation of HR strategy for business, aligning with overall functional and organizational objectives.
• Act as a trusted advisor, actively consulting with senior business leaders on workforce, talent, and organizational matters.
• Develop innovative HR solutions tailored to the distinctive challenges and strategies within the business supported in collaboration with HR Centers of Excellence (CoE).
• Formulate and manage HR plans and budgets for the business supported, suggesting iterations and updates as needed.
• Present regular updates and reports to respective HR CoE leads on Human Resources interventions, processes, and policies specific to the business supported.
• Strategize with business on designing functional retention strategies. Analyze data such as turnover rates, exit interviews, and employee engagement surveys to identify potential retention risks. Look for patterns and trends that may indicate areas of concern and proactively address them along with business leaders.
• Collaborate with business leaders to ensure integrated practices & overall workforce effectiveness is managed at all International stations.

Employee Engagement Initiatives

• Drive engagement strategies & initiatives and support in fostering culture building
• spearhead initiatives to enhance employee engagement closely linked to retention.
• Coach & advise managers to create a positive work environment where employees feel valued, supported, and motivated to stay with the organization.
• Collaborate & maintain HR visibility & connect for both domestic & international stations
• Plan & develop a plan for Onboarding to Exit employee lifecycle management

Team Management

• Motivate & develop the team to effectively manage business HR needs and elevate employee experience
• Set functional KPI’s and KRA’s for team in line with organizational goals.

HR Service Delivery

• Manage and coordinate local HR service delivery to ensure compliance, risk mitigation, and operational efficiency within business.
• Monitor and ensure the timely completion of all HR processes in alignment with compliance standards. Collaborate with HR Operational Services to deploy local services and ensure the sustainability and relevance of HR solutions.
• Facilitate local HR communications, providing support for escalated employee inquiries.
• Offer constructive feedback on HR policies, processes, and programs to enhance overall effectiveness.

Talent Acquisition

• Collaborate with the business leadership team to understand business strategy and identify talent impacts.
• Execute workforce planning exercises, informing the Talent Acquisition (TA) CoE and partner with business leaders for selecting the right talent
• Coach and advise business leaders in identifying talent gaps & act as a gate-keeper for ensuring right hiring whilst controlling AOP cost.

Performance Management

• Partner with business leaders to align organizational goals with departmental and individual objectives during the goal-setting phase.
• Drive Performance Management System (PMS) processes, ensuring strict adherence to timelines.
• Handle grievances related to performance ratings and collaborate with the Lead – Performance & Productivity to resolve escalations.
• Advise and coach business leaders on PMS parameters & work closely with them to ensure all necessary guidelines are adhered to.
• Collaborate with HOD’s to manage low performers & manage PIP/exit as per process defined
• Identify critical talent in partnership with business

Talent Management

• Support business in implementing succession planning strategies - identifying high-potential employees, assess their readiness for advancement, and create development plans to prepare them for future leadership positions
• Work closely with business leaders in curating & implementing Hi-Pot engagement & career progression strategy for the top talent.

Employee discipline & relations

• Drive employee relations issues, conflict resolution, disciplinary issues and responsible for maintaining a positive work environment.
• Advise & actively participate in decision making for implanting any disciplinary actions keeping in mind India and International regulations
• Address grievances & disciplinary actions in consensus with COE.
• Ensure all policies & practices are in-force with regards to Tata Code of Conduct

Change Management

• Drive & implement organizational change initiatives, such as mergers, acquisitions, restructuring, or cultural transformations.
• Provide guidance and support to employees during changing times.
• Be a true change manager & support in transforming the organizational culture.
• Assess redundancies, identify opportunities for synergies, and implement restructuring plans as needed to optimize organizational efficiency and effectiveness.

Learning and Development

• Ensure timely and budget-conscious completion of training needs assessments for the business supported.
• Collaborate with Learning & Development Teams to communicate business-specific training requirements.
• Plan & strategize on business learning & growth requirements & drive trainings for people development across functions.

Workforce planning

• Collaborate with functional business leaders in deriving the workforce roadmap AOP numbers whilst supporting workforce planning objectives.
• work closely with business leaders to ensure workforce planning efforts are aligned with the company's overall business strategy
• Collaborate with COE team to ensure that governance process is adhered at all times

Any other additional responsibility could be assigned to the role holder from time to time as a standalone project or regular work. The same would be suitably represented in the Primary responsibilities and agreed between the incumbent, reporting officer and HR.