HR BUSINESS PARTNER

Accountable for delivering a smooth and consistent employee experience across all touchpoints, from onboarding to exit. Own and drive the complete onboarding journey for new hires, ensuring a uniform and engaging experience. Acts as a trusted advisor to business leaders by understanding departmental priorities and aligning HR interventions based on business priorities. Collaborate with people managers to develop and implement people strategies that improve performance, productivity, and engagement. Conduct structured exit interviews, analyse trends, and work with leadership to address the root cause of attrition. Employee Engagement & Experience Design and implement engagement initiatives tailored to business needs. Conduct pulse surveys, analyse engagement data, and develop action plans for improvement. Employee Relations & Conflict Management SPOC for employees to address workplace issues and concerns confidentially. Partner with business managers to handle disciplinary matters, grievances, and conflict resolution effectively. Ensure consistent application of HR policies and compliance Performance & Talent Management Drive the performance management process across the department, including goal setting, mid-year assessment, and Annual appraisals. Coach managers on effective feedback conversations and corrective actions. Identify high-potential talent and support in building individual developmental plans and succession plans. Workforce Resource Management Forecasting the future needs of the workforce for the department based on business goals and market conditions. Assessing current workforce skills and capabilities to identify gaps and plan for recruitment or training. Efficiently allocating employees to roles and shifts based on demand and availability. Utilizing automated scheduling tools to manage time effectively and ensure optimal resource utilization. Tracking hours worked, attendance, and absences through software solutions. Ensuring compliance with applicable laws and policies regarding work hours and breaks Workforce Readiness Learning Interventions and Succession Planning Partner with leadership to identify HiPOs, critical roles, and create a succession pipeline. Facilitate periodic talent reviews and readiness assessments. Monitor and ensure IDP compliance. Support managers in developing internal talent for future leadership roles. Attrition & Retention Management Conduct stay interviews and proactively address engagement or cultural challenges. Analyse attrition data by department, function, and tenure to identify trends and risks. Develop retention strategies in collaboration with department heads and leadership teams. HR Data Analytics & Insights Present data-driven insights to business leaders for decision-making. Highlight gaps & scope for policy refinement. Track HR metrics (TATs, engagement scores, performance outcomes) and provide actionable analysis.