Region HR Business Partner

Job Requirements

The Region HR Business Partner fosters a positive work environment by building strong relationships, within the region and the associated verticals, resolving workplace issues, supporting HR initiatives, and ensuring alignment with regional and global organizational policies to enhance engagement and culture.

Key Responsibilities

• Employee Lifecycle Management: Manage various aspects of the employee lifecycle, from onboarding to exit, ensuring smooth transitions for employees at all stages.
• Employee Development: Support the identification of regional training needs, coordination of development programs, and tracking of employee progress to ensure alignment with business objectives.
• Performance Management: Facilitate goal setting, performance review, performance improvement plans and promotion process.
• Employee Engagement: Conduct various employee connect sessions, town halls and recognition programs. Analyze the feedback and report out meaningful insights. Design and implement programs that foster a fun and positive workplace culture, including team-building activities, sports and fun events and welfare initiatives.
• HR Data and Reporting: Track and report critical HR metrics related to engagement, performance, retention, Span, HCLV. Identify trends and provide recommendations to improve HR processes.
• Employee Relations Support: Handle employee grievances, conduct preliminary investigations and ensure appropriate corrective actions.
• Regional HR Policy and Compliance Support: Ensure adherence to HR policies, educate managers, vertical HR and staff on compliance and regional legal requirements, and assist with audits and maintaining documentation.y
• Budget Management: Support and track HR budgets for the region, ensuring cost-effectiveness and adherence to finance process and timelines.
• Support in Organizational Changes: Help manage organizational changes and communicate these changes to employees to minimize disruption.
• Partner with HR Shared Services: Collaborate closely with HR Shared Services to streamline processes and ensure seamless delivery of HR services, enhancing overall efficiency and employee experience.
• Ad-Hoc HR Projects: Implement special projects and evaluate their effectiveness based on feedback
  
  

Work Experience

8 to 10 yrs of experience

Business acumen: HRBP with strong business acumen demonstrates good knowledge of business landscape, industry trends, financial drivers, organizational processes and uses these insights to influence and drive people related decisions.

Data Judgment: HRBP with strong data judgement skills effectively analyze & interpret data and showcases sophisticated data storytelling to strategically navigate informed, evidence-based decisions that drive business outcomes.

Strategic Consulting: HRBP with strategic consulting skills develop and execute solutions to business challenges, coach leaders about talent implications, challenges business leaders assumptions and influence strategic business decisions.

Talent Management: HRBP owns talent management strategy of the VBU and provides strategic inputs to ensure equity and inclusion, address attrition in a competitive labor market, help managers evaluate performance without bias, and monitor employee sentiment and wellness.

Relationship Management: HRBP build relationships and coordinate effectively among a wide range of stakeholders and collaborators throughout the organization, and lead synergies in work and business goals.