As a HRBP, you will play a critical role in supporting the development and implementation of HR initiatives that drive business outcomes. You will work closely with stakeholders to design, implement, and evaluate HR programs that enhance employee engagement, retention, and overall business performance. The ideal candidate will have a strong foundation in HR principles, excellent analytical skills, and the ability to manage multiple projects simultaneously.
Provide account level support to BU leaders (N-3/4) level to meet people challenges and drive on ground implementation of people strategy outlined by the Senior HRBP/ HR Heads.
- Stakeholder Management
- Establish and run connect calendars by BHRs and by BU leads
- Run FGDs to ensure 100% employee coverage through connects
- Record, raise and resolve employee issues which have impact on larger audience
- Identify and organise connects for talent with leaders to give them visibility and opportunities to get mentorship
- Learning & Development
- Implement the overall learning strategy for the business unit by identifying the skills gaps, designing and implementing programmes and supporting in driving a culture of continuous learning & development
- Culture and Employee Experience
'- Work with COE partners to implement initiatives that enhance employee experience
- Partner with business leaders for driving positive change through the initiatives
- Design and drive engagement strategies to enhance retention.
- Lead initiatives to improve employee well-being and workplace culture
- Employee coaching /Counselling
- Provide career counseling sessions to help employees understand potential career paths.
- Talent Management
'- Provide timely inputs and guidance to BU leaders at an N-3/4 level to help them better manage their careers at Crisil and fulfill their career aspirations
- Proactively drive succession planning and management by timely identification and development of potential succession candidates for the BU leaders at N-3/4 level.
- Drive the end-to-end execution of new leader assimilation process for the BU leaders at an N-3/4 level.
- Provide support in driving capability development initiatives to ensure successful implementation
- HR Service Delivery
- Partner with COE/peer groups for successful implementation of the HR programs
- Drive end -to-end ownership and execution (design own and execute) of account level people programs
- Provide on-ground support to the BU leaders (N-3/4 level) to implement the people roadmap
- Provide HR analytics based data inputs to N-2 & N-1 HRBPs and BU lead to make informed decisions
- Performance Management
- Ensure timely closure of goalsetting process across all roles/units
- Ensure timely closure of self/manager assessments of ratings and promotions as per timelines
- Support review of ratings and promotion cases received from business teams
- Support dealing with employee concerns post ratings process
- Compliance and Risk
- Effectively manage various scenarios to safeguard organization reputation
- Drive awareness on compliance related employee matters
- Track and document workplace complaints related to misconduct, harassment, and ethics violations.
- Work with legal teams on disciplinary cases.
- Benefits and Policy engagement
- Encourage employee adoption of benefits through communication
- Gather employee feedback on benefits & policies
- Analytics and Insights:
- Maintain HR metrics and dashboards to track key performance indicators (KPIs) and analyze the data to identify trends, opportunities, and challenges, and provide recommendations to stakeholders.
- Collaborate with the HR team to develop and implement data-driven solutions to improve HR processes and programs.
- Program Management:
- Assist in the design, implementation, and evaluation of HR programs and initiatives, such careers, engagements, training and development, initiatives.
- Manage multiple projects simultaneously, prioritizing tasks and meeting deadlines to ensure successful program execution.
- Coordinate with stakeholders to ensure alignment and effective communication of HR programs and initiatives.
- Retention Strategies:
- Develop and implement strategies to improve employee retention, including stay interviews, exit interviews, retention analytics and enhance employee engagement, recognition, and rewards (such as employee recognition programs and career development initiatives).
- Collaborate with managers and employees to identify and address retention risks and opportunities.
- Other Responsibilities:
- Stay up-to-date with industry trends, best practices, and regulatory requirements, and apply this knowledge to improve HR processes and programs.
- Participate in HR projects and initiatives as needed, such as HR system implementations, policy updates, and compliance audits.
