HR Manager

What is unique or interesting about this job

Finance Operations

People strategy Finance Operations

HRBP is responsible for the following:

• Talent Development and Succession Planning

  : HR Business Partners play a key role in identifying and developing talent within the organization. This may involve creating and implementing succession plans, leadership development programs, and performance management strategies to ensure the organization has the right talent in place for future growth.

• Change Management

  : In times of organizational change, such as mergers, acquisitions, or restructuring, Senior HR Business Partners are instrumental in guiding the workforce through transitions, managing potential resistance, and ensuring that the human side of change is effectively addressed.

• Data-Driven Decision Making

  : With the increasing emphasis on HR analytics, Senior HR Business Partners have the opportunity to leverage data to drive insights and make informed decisions related to workforce planning, talent acquisition, retention, and employee engagement.

• Employee Relations and Advocacy

  : This role often involves serving as an advocate for employees, addressing concerns, and fostering a positive work environment. It may also involve mediating conflicts and ensuring fair and equitable treatment of employees.

• Talent Acquisition and Retention:

  India has 50% of global GCC setup, due to this there is intense fight for good talent. HRBP is required to partner closely with TA and business for talent acquisition. HRBP also needs to drive talent mobility, learning, OD and other employee engagement initiatives to retain talent.

What is the purpose of the job

The HRBP is responsible for aligning and implementing HR strategy and objectives with leadership at the business unit or division level. The position serves as a strategic consultant and trusted advisor to the leadership team on human resource-related matters. Facilitates organization and leadership development efforts, working with Global & Regional leaders to address root causes of human resources issues. Develops and drives functionwide programs and initiatives (e. g. , talent management, succession planning, workforce planning, and organizational design and change). Assists senior leadership in the development of solutions through cultural and process perspective organizational development.

Specific deliverables/ projects within the role

• Talent Attraction and retention
• Talent Management and succession planning
• Employee grievance and employee relations
• Great Place to Work certification
• Change and OD
• Learning and development

Functional Competencies:

• • Strategic HR Planning: The ability to align HR strategies with business objectives, anticipate future workforce needs, and develop plans to address talent gaps and organizational goals.
  • Talent Management: Expertise in talent acquisition, succession planning, performance management, and leadership development to ensure the organization has the right talent in place to drive business success.
  • Change Management: Proficiency in leading and supporting organizational change initiatives, including communication planning, stakeholder engagement, and mitigating resistance to change.
  • Employee Relations and Conflict Resolution: Skill in managing complex employee relations issues, conducting investigations, and providing guidance to managers on handling sensitive workplace matters.
  • HR Analytics and Data-Driven Decision Making: Ability to leverage HR data and analytics to drive insights, make informed decisions, and measure the impact of HR initiatives on business outcomes.
  • Workforce Planning and Development: Competency in analyzing workforce trends, identifying skill gaps, and developing strategies to build a high-performing and agile workforce.

Leadership Competencies:

• Strategic Thinking

  : The capacity to think and plan strategically, considering long-term implications and business impact when making HR decisions and recommendations.

• Influencing and Relationship Building

  : The ability to build strong relationships with senior leaders, influence decision-making, and collaborate effectively across the organization to drive HR initiatives.

• Change Leadership

  : Skill in leading others through change, inspiring confidence, and fostering a culture of resilience and adaptability during times of transition.

• Coaching and Mentoring

  : Capability to coach and mentor HR professionals and business leaders, providing guidance on talent development, performance management, and leadership effectiveness.

• Ethical Leadership

  : Commitment to upholding ethical standards, promoting diversity and inclusion, and fostering a culture of fairness and respect within the organization.

• Business Acumen

  : Understanding of the organizations industry, market dynamics, and financial drivers, enabling informed HR decision-making that aligns with broader business strategies.

Experience required for the job

Essential:

• Project Management
• Technical acumen (Workday / Smart Recruiter /Other relevant tools)
• Communication skills
• Partnering with Global & Regional Stakeholders
• Team Management

Desirable:

• 6-9 years of experience in Human Resources as a business partner
• Preferably background in GCC

Minimum education and critical knowledge required for the job

• MBA HR Full time
• Strong HR Background