Manager Hrbp

PLEASE APPLY ONLY IF YOU ARE COMFORTABLE IWTH 5 DAYS WFO.

Role & responsibilities

The Human Resources Business Partner (HRBP) is a strategic and hands-on role that provides full-cycle HR support to the business. The HRBP is responsible for aligning HR strategies with business goals, driving high-impact people initiatives, and cultivating a positive, performance-driven, and inclusive workplace culture. This role involves deep collaboration with business leaders to implement effective talent strategies across performance management, employee relations, engagement, retention, and organizational development.

Key Responsibilities

Performance Management

• Lead and drive the performance management cycle, including goal setting, mid-year and year-end reviews, and performance calibrations.
• Coach managers on effective feedback practices, performance improvement plans (PIPs), and employee development strategies.
• Analyze performance trends and work with leadership to address skill gaps and performance challenges proactively.
• Implement strategies to foster a high-performance culture through recognition, reward systems, and continuous feedback.

Employee Engagement & Retention

• Design and execute employee engagement initiatives based on pulse surveys, feedback sessions, and organizational needs.
• Partner with internal communications and leadership teams to enhance transparency and employee connection.
• Identify flight risks and develop proactive retention strategies, including stay interviews and personalized career paths.
• Champion Diversity, Equity, and Inclusion (DEI) efforts across the business unit.

Grievance Handling & Employee Relations

• Serve as a trusted advisor to employees and managers for addressing concerns, conflicts, and workplace issues.
• Conduct thorough and impartial investigations into employee grievances or policy violations.
• Ensure all disciplinary actions are documented, fair, and compliant with labor laws and company policies.
• Provide guidance and support for resolving sensitive employee relations matters.

Talent Management & Development

• Collaborate with Talent Acquisition and L&D teams to address talent gaps through internal mobility and upskilling initiatives.
• Facilitate leadership development and succession planning efforts in partnership with the Talent COE.
• Support onboarding, career development, and mentorship programs to enhance employee growth and experience.

HR Operations & Analytics

• Track and analyze key HR metrics (e.g., attrition, engagement scores, PIP outcomes) and provide actionable insights.
• Partner with COEs in Compensation, Benefits, Learning, and Diversity to deliver seamless HR services.

Qualifications

• Bachelor's or masters degree in human resources, Business Administration, or a related field.
• 8 years of experience in a business partnering capacity.
• Demonstrated expertise in performance management, employee engagement, grievance resolution, and talent development.
• Strong analytical, interpersonal, and stakeholder management skills.