Manager HRBP Pune

Strategic Support to Business Stakeholders

• Ensuring focus on multiple stakeholder management and strong connect with the leadership team upto AD (13A) level
• Attrition management/Retention - exit chats, analysis of reasons of exit, initiating changes/ suggesting modifications needed in the laid down processes, timely RAG analysis, for all up to 13A
  

Employee connects:

• Partner in driving employee engagement programs through proactive and structured interventions
• Post-onboarding connects (Weekly) followed by business level orientation session. Owning up 3 monthly and 6 monthly connects with new joiners’ with regular feedback and buddy process (for up to 90 days)
• On-going people connect - Regular touch base with individuals and teams across departments, and, with the leadership up to Manager Level via formal/ informal catch ups.
• Retention/Exit conversations, analyze the reason for exit and close loop with leadership and managers – in case retention is feasible/ not feasible
• Ensuring quality and regular execution intra division communication platforms via regular town halls (quarterly) and AD/D/SD connect meetings as agreed upon with the BU head
• Handle grievances and concerns with empathy and bring them to closure. Escalate issues to BHR lead, with due attention to timeliness, sensitivity and confidentiality, as well as keep posted on all connects, conversations and potential PIP cases
• Keeps a proactive check on the general employee well-being engagement levels and intervene actively when necessary, including location visits
• Ensuring structured documentation of employee/ leadership catch up session - one on one or team interactions, for ease of follow through and tracking
  

Engagement and Retention

• Driving employee engagement initiatives across locations for the entire business unit based on the deep dive/analysis of VIBE survey results done each year, floor feedback, leadership connect, active employee conversations, exit conversations, new interventions in conjunction with business
• Driving quarterly/monthly employee engagement / team effectiveness platforms
• Run the Fun/wellness/well-being calendar for the business, in partnership with business
• Detailed exit chats/ stay interviews to assess changes needed in internal processes/ policies/ interventions/ cultural assimilation/ benefits/ managerial effectiveness.
  

HR Processes

• Managing R&R, PMP (goal setting, mid-year and annual assessment), talent management and new employee induction and orientation for business in partnership with the CoEs in HR
• Partner with the Learning team to finalise a learning calendar for the business and ensure timely roll out, as well as customization basis business needs and requirements;
• Partner with the people managers to address performance gaps and facilitates discussions/processes to assess appropriate action
  

Data and Analytics

• Ensuring timely updates, MISs to Ds/SDs, BU heads in conjunction with the BHR Leads
• Sharing the HR trends intelligence for people review meetings and support with inferences that help make people decisions
• RAG analysis for teams with above permissible attrition rate including analysis and suggestions on next steps