Human Resources Business Partner

The Business Unit HR (BUHR) for the business will play a pivotal role in supporting all BU HR-related functions, As an individual contributor, the BUHR will ensure that HR strategies are aligned with business goals to foster a positive and productive work environment. BU HR will have good collaboration with Talent Acquisition ,HR Operations , Compensation & Benefits , Learning & Development (L&D).

Key Responsibilities

Core HR

A. Talent Experience & Culture

i. Execute programs to manage attrition and to retain top talents for the BU

ii. Prioritize employee relations, actively address concerns in a timely manner and escalate issues to HR leadership and BU leadership as appropriate

iii. Responsible for complete employee lifecycle interventions partnering with Staffing and HR Operations, to measure the effectiveness of associate delight, R& R program and other Talent retention initiatives

iv. Handle the administration of Performance Management System Program for the GEO, including Goal setting, performance reviews, PIP and appraisals till Supervisory level

v. Develop and implement employee engagement initiatives, and ownership on Organization Development (OD) initiatives to enhance workplace culture and employee delight for the BU / accounts handled

B. HR Operations

i. Work closely with HR Operations team, to ensure compliance of end-to-end HR operations, including onboarding till offboarding.

ii. Ensure compliance with HR policies, labour laws, and regulatory requirements, maintain accurate HR records and produce regular reports on HR metrics and KPIs for the BU ( BGV / compliance issues etc )

C. Learning & Development (L&D)

i. Identify training needs across the business unit and Coordinate with L & D poc to facilitate training sessions and workshops to enhance employee skills and competencies.

ii. Ensure the evaluation report is shared to stakeholders, by gauging the effectiveness of training programs and make necessary adjustments to meet business needs in liaise with central L & D Team .

Impact of BHR :

Employee Turnout ratio(attrition for Delivery) ,retention of key resources , handle people queries /grievances (calls/mails - 30+ on average /day) from day 1 post on-boarding till exit and post exit for F & F call support , People concern escalation, offer solution and route to teams concerned

iii. Process & Operations Tasks: Medical health facilitation with TPA and employee (800+claims /year on average),front end BGV discussions with associate / Practice Leader ,Probation & PIP discussions ,Exit discussions ( 300/ year on avg) ,Bench Management high -sensitive discussions with associate & RMs, monitor the hybrid attendance compliance & capture exceptions . manage & produce BU-cadence reports & dashboards

iv. Key Tasks : Collaborating with associates and BU leaders to create an overall HR plan ( Delivery/Practice leader , staff augmentation) ;Goal setting facilitation(align Org's people strategy with the business strategy specifically for Delivery & Products Teams ), drive PMS end to end till rating normalization phase, handle proactive retention case with associates / People Managers & cascade to C& B| BU Leaders .