Human Resource Business Partner

Key Performance Area Processes

• Implementation of HR Systems and Processes.

  From induction to exit

  . .
• Involved in interventions around employee development like training, enablement programs etc.
• Employee Data Management, Org structures
• Induction of mid and senior level new joinees. Continuous improvising the process by seeking feedback
• To ensure effective implementation of the Performance Management System, Bi Annual and Annual, including facilitation of goal setting process to ensure alignment to company goals, providing feedback to employees, counseling, coaching, collation of forms and ratings, ratings review and analysis etc.
• Ensure proper PMS feedback process and handle all the escalations with the help of Corp HR Head.
• Post appraisal – conducts and reviews the status of PIP cases in order to ensure fair and effective feedback mechanism which will lead to improved performance
• Own and drive learning initiatives with L&D for chosen functions by designing & executing interventions aligned to business objectives and inputs from PMS training need exercise.
• Partner with Training to develop impactful learning programs and materials to drive performance management activities across the firm to build skill, competency and clarify roles and responsibilities.
• Coordinate with respective function on closure of issues and mediates between employees and stakeholders to closure

Recruitment

• To liaise with Corporate HR Rec team for critical positions, and any support that might be required
• To be actively involved in senior level talent acquisition
• To ensure that recruitment targets are met with regards to timelines, quality and compliance to recruitment policy

R&R program

• Implement R&R for Kalash
• Implement Functional awards Bi Annually
• Continuous improvement to categories / process

HR Systems and MIS:

• To ensure periodic review of HR processes (Confirmation and Exit as an eg) for improvement and establishing new processes as required.
• To develop and implement, and monitor various HR MIS and reports (eg Attrition)
• To provide weekly/ monthly/ annual reports, MIS and analysis to MD on HR activities for the key initiatives/ challenges, etc.