Manager, Human Resource Business Partner | Resource Pro, India |

Role & responsibilities

Consult and partner with VPs, directors, and managers to increase employee engagement and retention, align the

talent supply with demand, enhance talent selection and development, improve performance management, assist

in workforce planning and optimize organization.

Preferred candidate profile

Talent Supply, Selection and Development

Partner with directors and managers to align pipeline to demand (short/long-term) forecast, analyze

key talent supply, define appropriate supply channels and approaches (e.g. build, buy, and borrow),

and support the supply & selection actions as needed.

Build a success profile for key positions, and facilitate workshop to help understand; establish a

standardized talent assessment system, and partner implementation; design, lead and implement

talent development programs and activities; guide IDP development and support implementation; and

organize and facilitate regular company/office/department-level talent review.

Talent Engagement & Retention

Along with department managers, diagnose and analyze employee engagement and retention issues.

Facilitate gaining agreement as to root causes, help develop directional action plan and support

implementation as needed.

Performance Management

Work with C&B to ensure effective communication and execution of the performance management

quarterly process, individual performance correction actions and incentive plans. Work closely with

departments to improve performance management; actions include but are not limited to providing

suggestions/solutions and coaching managers/supervisors in handling special talent related cases;

observe, collect and share manager/supervisor/employees feedback about performance and incentive

plan; identify trends/themes and performance issues; and facilitate the design and implementation of

action plans with the manager. Assist with improving all department performances by collecting and

sharing best practices, and being a role model in current practices as well as leadership.

Organization Effectiveness

Align and execute 2-3 year business strategies, goals and priorities; partner with directors/managers to

revisit and diagnose the organization structure gaps/issues based on business needs; design an

efficient, effective divisional/ departmental organization structure; define new/critical roles after

identifying talent needs. Facilitate the development of the annual strategic workforce plans to ensure

alignment among business strategies, organization structure and positions/roles and key talent and

leadership development.