SM- HRBP Design Centre

Roles and Responsibilities

• Collaborate with Engineering leaders to understand their business objectives and develop HR strategies that support those goals.
• Identify, develop, and retain top talent in Engineering ensuring the organization has the skills and expertise needed to drive innovation
• Design and implement training programs that enhance the skills and knowledge of Engineering employees, keeping them up-to-date with the latest technologies and trends.
• Support the career growth and development of Engineering employees, providing guidance on career paths and opportunities.
• Foster a culture of innovation and collaboration within Engineering teams, promoting employee engagement and motivation. Prepare and plan monthly training and engagement calendars for Engineering.
• Develop recognition and reward programs that acknowledge and reward Engineering employees' contributions and achievements.
• Ensure HR processes and policies are efficient, effective, and aligned with business needs, providing support for recruitment, performance management, and employee relations
• Provide data-driven insights to inform HR decisions and support business outcomes, analyzing metrics such as employee engagement, retention, and turnover.
• Support the development of innovative solutions and products, providing HR expertise and guidance on talent management, culture, and employee engagement.
• Partner with Engineering leaders to manage change and transition, ensuring employees are equipped to adapt to new technologies, processes, and ways of working.

• Manage the execution of the HR Strategy and core areas of the HR department including Recruitment, Workforce Administration, Employee Engagement, Payroll, Reward and Recognition, as well as maintaining and improving HR systems and management of the HR budget.
• Provide reports on all areas of HR, Payroll and Learning and Development, HR policy, best practice and workforce development.

Skills Required

• Excellent knowledge of HR practices
• Ability to create people strategy
• Commercial acumen and experience of using metrics for driving performance
• Knowledge of Success Factor would be an added advantage

Experience

6 Years and above experience in HR Business Partnering role