Senior Manager HR Business Partner (Central Partner Functions)

Strategically align HR efforts to specific functional needs, including organization assessment and design, team effectiveness, addressing people issues, and identifying trends that contribute to the growth and competitiveness of the functions by partnering across various HR communities of excellence like Talent Acquisition, Learning & Development, Talent Management, and Total Rewards.

KEY STAKEHOLDERS: INTERNAL Employees, Corporate Function Heads, HR

CMoEs KEY STAKEHOLDERS: EXTERNAL Candidates, Vendors, Consulting Firms

REPORTING STRUCTURE:

The role reports to Global Head Total Rewards & AVP Human Resources

QUALIFICATION:

Full time MBA in Sales/Marketing from Premier BSchool

EXPERIENCE:

•3 to 7 years of work experience in Human Resources Business Partnering for Corporate

•Must have worked closely with Senior Business Stakeholders including Vice Presidents and CXOs to align them and deliver HR Strategy

CRITICAL QUALITIES

•Analytical Skills

•Decision making

•Excellence Senior Stakeholder Management

•Strong communication skills, building a strong working relationship with all stakeholders, and the ability to influence fact based and logical conclusions

•Demonstrate high levels of Ownership & Accountability

•Ability to organize their work, plan well and prioritize based on impact on work

•Action oriented and results driven

Key Roles/Responsibilities

Workforce Planning

•Participate in workforce planning & budgeting exercise for the assigned domain with focus on

productivity and optimum utilization of employees

Talent Acquisition

•Partner with the central Talent Acquisition team to attract and engage diverse talent for meeting

the hiring requirements of the different functions

•Manage and report key metrics such as TAT and Quality of Hire

Learning and Development

•Lead the annual learning needs identification exercise and execute capability development

interventions for employees in line with business and individual needs

•Partner with learning team to create and implement plans for functional academies

•Monitor and influence participation in Group learning and development programs

Talent Management

•Talent review, identification, competency assessment, closure on feedback and creation of

individual development plans

•Support in building the talent pipeline for critical positions by developing robust career &

succession planning mechanisms, retention of key talent

Performance Management

•Drive the goal setting and performance management process for the employees. Manage end to

end year end assessment cycle with implementation of increments, promotions and performance

pay plans

•Benchmarking of compensation, pay mix and benefits to provide a competitive total rewards

offering to employees

Communication and Engagement

•Drive and sustain engagement across functions through various HR programs and initiatives such

as but not limited to bi annual engagement survey roll out and action planning, rewards and

recognition, town hall, employee connect sessions, communication meets and one on one check

ins

•Connect with key stakeholders to understand people needs and provide desired support ,

proactively sense and address employee grievances/concerns etc

Continuous improvement

•Participate in continuous improvement projects

•Carry out benchmark surveys to map best HR practices / processes across industries and interact

with senior stakeholders to incorporate those in current HR Systems, as appropriate

•Partner with Senior HR stakeholders to implement organization wide HR change initiatives and

partner with Business leaders to drive the same across the organization.