Lead HRBP Fresher's job

Key Responsibilities:

HR Business Partnering

• Demonstrates understanding of current and evolving organizational vision, purpose and strategic requirements with awareness of organization, commercial and value drivers that impact people and organization strategies.
• Is aware of the organization culture, norms & politics, familiar with key influencers, internal and external stakeholder groups and the dynamics between individuals and groups which drive decisions.
• Is cognizant of major political, economic, social, technological, legal and environmental issues that may impact organization performance.

Organization Design, Change Management and Strategic Workforce Planning:

• Enables optimization of organization design to business strategy while identifying issues & process gaps to minimize redundancies and improve alignment & manpower productivity.
• Articulates the strategic need for change and builds a credible business case, providing options and recommendations based on consideration of a range of operating models that will build agility to meet organization challenges.
• Creates trust and facilitate a change-ready culture by engaging, partnering with leaders and stakeholders.
• Engages and involves senior managers, colleagues and stakeholders in developing and implementing interventions.
• Participate in workforce planning & budgeting exercise for the assigned domain with focus on productivity and optimum utilization of manpower.
• Identify issues and process gaps to improve alignment, manpower productivity and minimize redundancies.

Talent Management

• Deploying & managing talent to achieve enterprise and business impact.
• Talent review, identification, competency assessment, closure on feedback and creation of individual development plans.
• Building the talent pipeline for critical positions by developing robust career & succession planning mechanisms.
• Hire right talent within lead time & ensure zero talent gaps ensuring the right person for the right job.
• Ensure a diverse workforce equipped to drive business results.

Learning Engagement

• Lead and ensure development of current skills and future capabilities with the partnership of corporate L&D
• Executes interventions to enhance employee experience through different drivers of engagement like career advancement/ improvement opportunities, regular feedback and dialogue with superiors, Quality of working relationships with peers, superiors, and subordinates, clarity of job expectations, etc.

Performance Management

• Lead the annual process with due value add to the process and ensuring proper governance mechanism.
• Drive a culture of performance in teams through robust goal setting & cascade, continuous feedback & appropriate consequence management.
• Coach, counsel, and enable managers at various stages of the Performance process for regular feedback and dialogue and monitor progress
• Design interventions to enhance employee experience through different drivers of engagement like career advancement/ improvement opportunities, Quality of working relationships with peers, superiors, and subordinates, clarity of job expectations etc.

Compensation and Benefits Management

• Manage C&B process for the clusters as per business requirement and aligning with the corporate C&B guidelines.
• Implement the annual compensation processes to support the attraction and retention of talent.

New Hire Induction & Orientation

• Ensure a best in class induction & on-boarding and induction experience to new joiners
• Ensuring smooth transition and orientation of employees based at other locations
• Manage end-to-end employee life cycle for employees

Employee Experience, Engagement and Communication

• Deliver industry leading Employee Experience
• Engage with the leadership team and managing stakeholder expectations.
• Proactively sense and address employee grievances/concerns etc. and swift problem resolutions
• Participate with the domains in enabling a transparent and open communication environment.
• Support the leadership team in driving the desired culture and ensuring that the values of the organization are upheld at all times
• Managing Employee Relations and augment employee productivity by addressing to grievances.
• Improving the employee engagement scores with specific interventions and action plans

HR Analytics & MIS

• Preparation of periodic HR MIS, reports and analysis for the respective customer groups.
• Discover the underlying reasons for employee attrition and identify high-value employees at risk of leaving and design retention measure

Operating Network:

• Internal: BU Head, HR Team Members, Business Leaders, Cross BU HR Teams, Corporate HR teams- OE, C&B, Talent Acquisition, L&D

• External: Vendors & Institutions

Apply Link- Apply Link mentioned in below