HRBP

Role & responsibilities

Strategic HR Planning: *Collaborate with business leaders to develop and implement HR strategies that support business goals, enhance organizational effectiveness, and drive employee engagement. *Institutionalize monthly departmental meetings *Initiate R&R in respective functions *Identification of critical positions and enabling succession pipeline *Identify HR trends and recommend proactive solutions to enhance employee experience and productivity.

Talent Acquisition and Management *Partner with hiring managers to identify staffing needs, participate in recruitment processes, and ensure the acquisition of top talent individually or with the help of TA team. *Identification of sources of hiring for tapping the best talent *Ensuring functional induction executions to the new joiners

Employee Relations: *Promote positive employee relations by providing advice and guidance to employees and management on HR policies, procedures, and employment laws. *Address employee concerns, conflicts, and disciplinary matters in a fair and consistent manner. *Act as a mediator in conflict resolution and provide coaching to managers on handling employee relations.

Performance Management *Support the implementation of performance management processes *Initiate performance discussions and keep a track of those discussions every quarter *Institutionalize timely PIP for all department

Change Management & Organizational Development: *Support business transformations by driving change management initiatives. *Promote a culture of diversity, equity, and inclusion within the organization. *Implement HR analytics to track key HR metrics and provide insights for decision-making.

Learning and Development: *Identify training and development needs, design and deliver learning initiatives, and facilitate leadership development programs.

People Management *Treat all team members with respect; act as a role model for the team for upholding Addverb Values and Code of Conduct *Cascade department goals into individual goals and communicate expectations to each team member; ensure clarity of the importance of their role to departmental / organizational goals. *Provide guidance, mentorship & support (technical/emotional) to team to achieve performance targets; ensure support from cross functional teams, if required *Conduct daily, weekly, monthly & quarterly performance reviews of each team member and provide effective feedback to sustain / improve performance. *Build effective working relations with team members by identifying their strengths, weaknesses, likes, dislikes, and their professional & personal goals