Assistant Manager / Manager - HR Business Partner (HRBP)

Job Description:

We are looking for a dynamic Assistant Manager - HR Business Partner (HRBP) to lead key HR functions for our US/UK accounting projects. The role involves policy formulation, grievance handling, workforce planning, employee relations, performance management, and talent development.

Key Responsibilities:

• Core HRBP Operations: Deep experience in working as an HR business partner, understanding business needs, and aligning HR strategies accordingly. Expertise in handling employee relations, talent management, organizational design, and workforce planning.

• Performance Management : Strong experience in setting up and executing performance management systems. Familiar with performance appraisals, feedback systems, key performance indicators (KPIs), and employee development plans. Expertise in driving a performance culture within an organization.

• Attrition Operations & Tools : Experience with attrition/employee turnover tracking, root cause analysis, and addressing factors contributing to employee attrition. Proficiency in using tools and systems to measure, predict, and manage attrition rates. Ability to implement initiatives to reduce turnover and retain key talent.

• Statutory Compliance : In-depth knowledge of labor laws and statutory regulations, ensuring the company complies with all applicable local, state, and national laws. Ability to monitor changes in labor laws and implement necessary adjustments to HR policies.

• HR Analytics : Strong skills in HR analytics, including the ability to gather, analyze, and interpret HR data for better decision-making. Proficient in tools like Excel, HRIS, and possibly more advanced data analysis platforms like Tableau or Power BI. Ability to use data to identify trends and areas for improvement in the HR function.

• RAG (Red-Amber-Green) Analysis : Experience using RAG status indicators to monitor HR projects, employee performance, or other metrics. Ability to assess situations quickly and provide actionable insights based on RAG assessments.

• Succession Planning : Experience with developing and executing succession planning strategies. Ability to identify high-potential employees and build pipelines for key roles within the organization. Familiar with talent reviews, leadership development, and employee retention strategies for critical positions.