Human Resource Business Partner - Corporate Functions

The candidate would be mainly responsible for working on Talent Acquisition and Business Partnering, Employee Engagement & Grievance Handling. He/She should be proficient in HR automation tools and recruitment platforms. Should have the ability to handle sensitive issues with confidentiality with Excellent communication and interpersonal skills, strong problem solving skills.

Key Responsibilities:

1. Talent Acquisition:

• Lead the full recruitment cycle for various roles, including job postings, screening, interviewing, and on boarding.
• Develop strategies for talent sourcing, especially for niche roles.
• Collaborate with department heads to identify staffing needs and provide timely recruitment solutions.
• Ensure compliance with hiring policies and equal opportunity standards.
• Salary fitment designing and Negotiation
• Joining update expediates candidates for early joining.

2. Business Partnering:

• Review current productivity levels/ trends and act as advisory for Region / Business Unit on increasing productivity.
• Partner with the business on policies and processes related to New Hires and other employee changes.
• Maintain high visibility with leaders at the region / Business Unit and be their first point of contact for HR- related concerns.
• Anticipate HR issues / concerns by engaging with various stakeholders across the region / business and take focused action in mitigating the risks involved.
• Review and analyse metrics including data on attrition, retention and productivity and communication the same to regional business leaders.
• Conduct regular business meetings with Regional Heads to understand Talent/ engagement/ performance concerns with respect to existing employees.
• Develop effective partnership with employees, managers, leaders and ensure positive work environment by enhancing business performance through efficient business partnering.
• Identifying the pain areas of the vertical and devise interventions around it e.g new joiner attrition
• Engage with respective new joiners periodically to gauge their personal aspirations / goals as well as take stock of issues / concerns.
• Connect with the resigned employees to understand the reason for resignation and Implement retention strategies.
• Manage the Off Boarding process for resigned employees from the region (E.g., Separation Connect, Exit Interview.

3. Performance Management:

• Manage and maintain the Performance Management System (PMS) to monitor employee performance.
• Facilitate performance reviews, feedback sessions, and employee goal-setting.
• Help Managers create KRA sheets for themselves and their team members
• Conduct Half Yearly and Yearly appraisals with ratings
• Work closely with department heads to ensure alignment with organizational objectives.

4. Employee Engagement & Grievance Handling:

• Address and resolve employee grievances and disputes in a timely and professional manner.
• Design and implement employee engagement programs to foster a positive and productive work environment.
• Conduct surveys and gather feedback to enhance employee satisfaction and well-being.

5. HR Automation:

• Implement and optimize HR automation tools to streamline HR processes such as attendance, leave management, and performance evaluations.
• Ensure data accuracy and security within HR systems.
• Stay updated with emerging HR tech trends and recommend improvements.
• Help out on issues faced by team members with co-ordination with the Working team.

6. HR Operations:

• Oversee day-to-day HR operations, including payroll, compliance for PF, POSH, etc.
• Maintain HR records and ensure compliance with legal standards and regulations.
• Support the HR team in maintaining accurate employee data and reports.
• Create and Define SOPs for HR processes