HR Business Partner

Description

Develop pre-engagement framework for new hires, collaborate with managers to ensure executionConduct induction and facilitate the on-boarding of new hires
o Structured connects with new hires to understand their assimilation in to the teams and organization
Talent Management
o Structured meaningful conversations / connects (team, 1:1, Diversity, top talent, technical, manager, high risk pool)
o Team composition, Team structure, Spans & layers, Job level pyramid
o Employee profiles, competencies (technical / behavioural), individual development plan
o Engage in talent reviews and succession planning discussions and monitor the progress on individual development plans
o Manage performance & compensation reviews (bonus payouts, off cycle corrections, promotions)
o Serves as a credible resource for knowledge of the HR technical area and internal policies and procedure
o Develops complex processes or protocols that comply with and support broader HR and organizational policy.
o Coach employees / managers on the career path / progression for deeper engagement

Talent Retention
o Proactive engagement with managers to understand challenges and employee concerns
o Partner with manager to devise appropriate solutions / address concerns
o Conduct Talent retention discussions with the employee and manager and attempt to retain
o Conduct exit interviews and draw conclusions
o
Employee Engagement
o Roll out employee engagement surveys / FGD and prepare action plan to address the concerns
o Support site specific events / cultural fest
o Resolve employee concerns and issues

HR Excellence
o Ensure periodic checks / audits on employee data for accuracy (manager , Cost center, location etc.)
o Leverage RHEA tool to gather and analyse HR data / metrics (Staffing, headcount, turnover, Spans & layers, training & development etc.)
o Monthly report of HR metrics to business leaders
o Ensure compliance with local labour regulations and also prepares reports for management and regulatory agencies
Site HR Responsibilities
o Induction & New Hire experience at site
o Support site specific events / cultural fest
o Employee grievances / concerns / POSH
o Training requirements & execution at site
o Review of Exit process for employees at site
o Coordinate compliance related activities with support from external partner
o Support internal / external audits
A Successful Year One
Training & Compliance - Training effectiveness, mandatory training completion, External trainings / conferences, Cost of Training
Employee Turnover - Voluntary, Involuntary, Top talent, Early exits, Diversity turnover
Employee Engagement - Employee Satisfaction score, FGD, Action planning and closure
Talent Assessment / Succession planning - IDP tracking and progress, Diversity focused plan,
Internal promotion rate - No of promotions, Diversity cut
Job rotation - No of Job rotation, Diversity cut

Technical Knowledge and Skills
Bachelor s degree in Management (MBA in HR)
Minimum 8 - 10 years experience in HR domain especially in a reputed global technology centre / product company.
HR or Organisational /behavioural Change certification is plus
The Mindset and Key Behaviors You ll Need to Bring
Collaboration:
Interacts well with people across teams; communicates with enthusiasm and networks effectively.
Establishes rapport and puts people at ease; develops long-lasting relationships within and across teams.
Gains recognition for own work on team projects; attracts attention and recognition for own achievements as well as team accomplishments.
Facilitates collaboration within and across scrum teams.