HRBP Executive

HR Business Partner:

Roles & Responsibilities:

Strategic Business Partnership:

• Understand Key Business Areas of the function and ensure achievement of the objectives within the given timeframe.
• Develop HR strategies to support organizational objectives.
• Provide proactive HR guidance and support to business units.
• Closely work with business units to assist in manpower planning & HR budgeting

Recruitment & Selection:

• Review manpower requirements from Business units and coordinate with the TAG team in the identification of the right candidate.
• Develop Job Descriptions for each role by closely working with business units for each of their roles.
• Development & updating of Job Descriptions for all the roles across the functions and maintenance of Role directory.
• Participating actively in search & selection of right candidates.
• Onboarding of new joiners and ensuring a great onboarding experience for each new joiner in the organisation.

Employee Engagement:

• Lead Engagement initiatives in the organisation, ensuring employee satisfaction and retention.
• Drive various engagement programs like Great Place to Work,” etc.
• Conduct regular surveys to gather feedback and initiate action plans based on results.

Employee Relations:

• Act as a liaison between employees and management, fostering positive employee relations and addressing concerns.
• Conduct investigations and provide resolution for employee relations issues.

Performance Management:

• Drive the performance management process with timely goal setting, guiding managers and employees.
• Identify opportunities for performance improvement of employees and drive the process in coordination with business functions.
• Ensuring timely action on performance-related matters.
• Identify opportunities for skill development and career growth.

Training and Development:

• Identify training needs and coordinate with the L&D team to implement relevant training programs.
• Support career development initiatives for employees.

Organizational Development:

• Assess organizational needs and facilitate organizational change initiatives.
• Drive initiatives related to culture, diversity, and inclusion.

HR Policies and Compliance:

• Ensure compliance with all HR policies, labour laws, and regulations.
• Update and communicate changes in HR policies as necessary.
• Draft new policies and procedures.
• Work on new initiatives

Compensation and Benefits:

• Assist with necessary inputs required for designing and administeringcompetitive compensation and benefits programs.
• Stay updated on industry trends and best practices related to compensation.
• Conducting compensation surveys to assist management in compensation benchmarking.