Human Resource Business Partner

1. JOB PURPOSE

(Summarize in one statement why the job exists; and how it contributes to the overall objective of the company) The HR Partner (HRP) role is to provide strategic HR support to business leaders by acting as an advisor to business teams to meet organizational requirements. The role focuses on ensuring employees within allocated verticals/branches are engaged, productive, and aligned with the company culture, leading to enhanced productivity and reduced attrition. The HRP is responsible for driving employee engagement, and performance initiatives to support business objectives while fostering a positive workplace culture.

1. ORGANISATIONAL CHART

PRINCIPAL ACCOUNTABILITIES

• Employee Relations & Conflict Resolution:

  Serve as the primary point of contact for employees, addressing concerns, resolving workplace conflicts, and ensuring a positive work environment.

• Business Collaboration:

  Engage with business leaders to understand and identify key HR priorities, such as attrition management, employee engagement, and central initiatives, with a monthly/quarterly focus.

• Attrition Analysis & Strategy Development:

  Analyze attrition trends and collaborate with the business to develop strategies for controlling attrition and enhancing retention.

• Employee Connects & Branch Visits:

  Regularly connect with employees, visit branches, monitor engagement, and ensure effective HR practices are in place.

• Talent Acquisition Support:

  Support Talent Acquisition teams in mapping opportunities for hiring freshers (via college tie-ups) , experienced professionals to meet business needs and raise JRs.

• Retention & Employee Development:

  Drive retention initiatives, including SPAN management, reboot programs, job rotation, and identifying early warning signs (EWS) for at-risk employees.

• Performance Management:

  Lead critical conversations around employee performance, ensuring smooth execution of the Reboot program and its successful outcomes for employees.

• HR Process Management:

  Oversee key HR processes, ensuring adherence to timelines for IJP releases, promotions, absconding initiations , RNR, and performance management processes.

• HR Initiatives Execution:

  Develop and implement initiatives that address both business and HR priorities for the month, quarter, and year, aligning with organizational goals.

• Stakeholder Engagement:

  Participate in HR & business meetings to share updates, discuss challenges, and exchange ideas on HR initiatives and solutions.

• Reporting & Analytics:

  Prepare and present monthly HR dashboards and presentations for business reviews, highlighting key initiatives such as attrition, business conditions, and transition plans.

• HR Query Management:

  Act as the single point of contact for internal stakeholders, addressing HR-related queries and providing timely support to resolve issues.

1. MAJOR CHALLENGES

(Challenges faced on an on-going basis in carrying out the job)

• Building Credibility:

  Establishing trust and value as a key HR Partner within the business.

• Aligning HR with Business Goals:

  Ensuring HR strategies support business objectives while managing workforce dynamics and employee concerns.

• Attrition Management:

  Identifying causes of attrition and implementing effective retention strategies.

1. DECISIONS

(Key decisions taken by job holder at his/her end)

• Recommendation of HR initiatives and activities.
• Decisions on managing/ resolving employee grievances.

1. INTERACTIONS

Internal Clients

• Business Team
• Employees
• TA Teams
• HR COE Team
• Product team
• Central HR team ( HRES / Comp / HR Ops )

External Clients

• NA

1. DIMENSIONS

Financial Dimensions

• Production loss (in absence of HC)
• Attrition (loss of opportunity cost)

Other Dimensions

1. SKILLS AND KNOWLEDGE

Educational Qualifications

• Minimum 4-5 years of overall experience
• Min. experience of 3-4 years in HR domain preferably in MFI

Skills & knowledge

• Deep understanding of HR practices, policies, and employment laws, with a focus on employee relations, and performance management
• Excellent verbal and written communication skills to effectively engage with business leaders, employees, and stakeholders at all levels.
• Strong problem-solving skills to address employee concerns and resolve conflicts while maintaining a positive work environment.
• Skilled in negotiating and influencing decisions, particularly when addressing performance issues, employee retention, and compensation matters.
• Expertise in creating and implementing employee engagement initiatives to boost morale, productivity, and retention.
• Proficient in creating and maintaining reports using MS Office.

Bhargavi