HR Business Partner

Alvarez & Marsal is seeking a dynamic and experienced HR Business Partner (HRBP) to our Business Unit. The ideal candidate will bring expertise in aligning HR strategies with business objectives, fostering a culture of excellence, and driving organizational growth. This role will build a deep understanding of business unit direction and Talent related topics/issues to ensure successful implementation of key projects and processes.

The incumbent will need to be collaborative, influential and work across functions to execute on attracting, assimilating, developing, engaging and retaining key talent. She/he will drive project management for various HR initiatives, including Workforce Planning, Performance Management, Talent transformation, Talent Development and Reward & Recognition etc.

Key Responsibilities

Strategic HR Partnership

• Collaborate with business leaders to understand organizational goals and provide tailored HR solutions that align with business strategies.
• Partner with leadership to identify workforce challenges, develop solutions, and ensure the delivery of people strategies that support business outcomes.
• Act as a coach to business leader/managers in relation to delivering the people strategy agendaMonitor and analyze workforce metrics to identify trends and provide data-driven recommendations for decision-making.

Talent Management & Development

• Design and implement talent management frameworks, including succession planning and leadership development programs.
• Facilitate training needs assessments and coordinate customized learning programs to bridge skill gaps and enhance workforce capabilities.
• Conduct coaching sessions for employees and managers to enhance professional growth and leadership effectiveness.Implement competency frameworks that define key skills for roles and drive targeted development plans.

Employee Engagement & Culture Building

• Develop and execute strategies to enhance employee morale, promote diversity and inclusion, and build a cohesive organizational culture.
• Conduct engagement surveys, analyze feedback, and implement action plans to address areas of concern and improve employee satisfaction.
• Lead initiatives such as town halls, team-building activities, and recognition events to strengthen team collaboration and appreciation.
• Serve as a point of contact for employee concerns, fostering trust and providing solutions that maintain a positive work environment.

HR Operations & Special Projects

• Oversee the end-to-end onboarding process, including pre-joining engagement, orientation sessions, and feedback collection to ensure seamless transitions for new hires.
• Design and manage innovative rewards and recognition programs that motivate employees and acknowledge their contributions.
• Develop corporate social responsibility (CSR) initiatives that reflect organizational values and engage employees in meaningful community projects.
• Streamline HR processes by implementing technology-driven solutions for performance tracking, feedback systems, and workforce planning.

Change Management

• Communicate change initiatives effectively, providing clarity to employees and addressing concerns proactively.
• Design and implement competency-based frameworks to align employee performance with business goals during change transitions.
• Facilitate change and support the implementation and successful adoption of all HR processes and special interventions if any i.e. Performance Management, Compensation review, Rewards & recognition, Annual compensation review, Attrition management, Employee engagement surveys.

Qualifications:

Education:

• MBA or master's degree in human resources or a related field from a reputed institution.

Experience:

• 8 -12 years of progressive and proven HR generalist experience (e.g. performance management, employee relations)
• Demonstrated success in managing talent development programs, performance improvement plans, and large-scale transformation projects.

Skills And Attributes For Success

• Strong business acumen and commercial awareness, ability to develop clear, actionable plans in support of an overall business unit strategy
• Strong client-focus with the ability to build good relationships with multiple stakeholders across the organisation at all levels
• Strong Employee Relations experience of complex disciplinary, grievance and performance management activities, especially with employees in senior management/leadership level
• Develop strong relationship with other support team teams to ensure that centrally developed products and initiatives meet the requirements of the business unit
• Ability to work with ambiguity and build consensus across diverse, often global, groups