Sr. Executive - BP

Job Description

A good HRBP needs to be able to help their organization become future-ready by focusing on the existing workforce in the organization and prepare them for the future. Areas that they will need to work on include: Reskilling and upskilling: identify training needs and assist the LD function in aligning training programs with business objectives Strategic workforce planning: ensure the company s workforce has the right size, shape, cost, and agility for the future Succession planning: select and develop key talent to ensure there are talents to fill in critical roles Coaching and consulting leadership about HR matters Conduct weekly or bi-weekly meetings with business leaders and provide HR advice where necessary Be up-to-date on employment laws and regulations, as well as other legal requirements regarding people management, to help leaders ensure compliance. Building a competitive organization Conducting day-to-day performance management guidance to line managers (for example mentoring, career planning, coaching, etc.) Helping line managers deal with organizational, people, and change-related issues Optimizing organizational design to increase productivity and improve performance of the business. Collaborating with other HR team members on implementing innovative and inclusive recruitment strategies Developing or assisting in developing a future-proof compensation and benefits strategy Implementing reward and recognition interventions to increase bottom-line results and employee engagement Data literacy We require the HRBP to be able to understand data interpretation, collection, and creation. Ability to read and interpret dashboards and reports containing complex data Familiarity with data collection methods, both quantitative and qualitative Ability to set up and track relevant metrics and KPIs and use them to drive business results Key Skillset : Event Analysis Employee Grievance SHPC/POSH Excel/PPT Policies