Senior Manager - HR Business Partner (HRBP)

Job Description:

We are looking for a dynamic Senior 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:

1. Policy Formulation and Implementation:

• Develop, review, and implement HR policies, ensuring alignment with organizational objectives and compliance with local labor laws.
• Adapt policies to meet the specific cultural and operational nuances of the US/UK accounting business model

2. Grievance Handling:

• Serve as the point of contact for employee grievances and concerns, providing effective solutions in a timely and confidential manner.
• Proactively identify and address potential employee relations issues to foster a harmonious workplace.

3. Workforce Planning:

• Partner with department heads to assess workforce requirements, plan manpower needs, and execute talent acquisition strategies.
• Analyse business trends to ensure effective headcount planning aligned with project and seasonal demands.

4. Employee Relations:

• Build and maintain strong relationships with employees at all levels to create a positive and inclusive work environment.
• Design and execute employee engagement initiatives tailored to a multi-shift, international business setup.

5. Performance Management:

• Drive the performance management process, including goal setting, performance reviews, and constructive feedback mechanisms.
• Collaborate with managers to identify and address performance gaps while nurturing high-potential employees.

6. Talent Development:

• Identify skill gaps and collaborate with learning & development teams to design and deliver relevant training programs.
• Support leadership development initiatives and succession planning to build a robust talent pipeline.

7. Compliance and risk mitigation:

• Ensure compliance with all applicable labor regulations and industry-specific requirements.
• Minimize legal risks through effective policy enforcement and employee relations practices.

8. HR Analytics and Reporting:

• Utilize HR metrics and data to identify trends, provide insights, and drive data-informed decision-making.
• Prepare and present regular reports on workforce trends, attrition, engagement, and productivity.