Director - HR Business Partner - Internet/Online/IT/Media

One of our client is seeking a Leader, who will play the role of a "Trusted Advisor" to business Leaders, acts as a "Role Model'' for the HR Business partners and "Connector'' for the COE's. The role will help maximize the contribution that HR makes for the assigned business units/ Practice, both through own team efforts and through the CoE's in HR on various people matters like enabling change, organization design, organization effectiveness, succession strategy, talent and performance management, employee engagement and relations.

The ideal candidate will:

1. Be responsible to partner with assigned business/Practise to generate value, drive business outcomes by understanding business priorities and driving people initiatives.

2. Be responsible to partner with HR leadership to design and implement 'HR strategy' for the respective business unit that nurtures a High-performance culture and mindset

3. Organization design and Effectiveness - Ensure business units are appropriately designed to deliver maximum impact in the short and long term - Analyze data on organization structure, accountabilities, and spans of control to support the business case for redesign

4. Be responsible to coach and build capability of leaders/Managers to be effective people leaders and Influence managers/leaders to role model organization values and behavioral expectations

5. Be responsible to manage and resolve ER issues through effective and objective investigation processes, ensuring adherence to appropriate employment laws and company policies.

6. Will currently Lead, coach, mentor a single member team and in partnership will drive business outcome.

7. Be a subject matter expert in the HR domain

8. Partner with HR COE's on various HR programs this may include - HRIS, performance management, compensation and benefit, HR compliance and audits, enterprise-wide management/leadership initiatives, talent and leadership developments programs, workforce planning, diversity & internal communications.

Talent & Performance Management

9. Lead and address talent and performance management efforts at the business unit/ Practice level

10. Help create and maintain a high-performance culture by assisting with ongoing change, restructuring the organization as necessary, delivering programs that reward and recognize key employee capabilities, behaviors and performance.

11. Implement and manage the business unit succession planning process and methodology, ensuring integration across other critical people processes

Employee Engagement

12. Anchor the employee engagement efforts for the assigned business unit/Practice.

13. Devise and implement timely and practical interventions by drawing critical insights from the employee

14. engagement survey and enable engagement initiatives

15. Partner and work closely with HR programs COE to align, drive and embed employee initiatives

What you will need

- Be future-focused, inquisitive and open-minded; seeks out evolving and innovative ways to add value

- Able to work independently and be flexible in an ever-changing environment

- Willingness to learn, grow and tackle expanded duties as business needs evolve

- Demonstrate the ability to analyze and understand data and information quickly - use information, insights and knowledge in a structured way to identify options, make recommendations and make robust, defendable decisions

- Demonstrate determination, resourcefulness and purpose to deliver the best results for the organization

- Strong business and HR acumen - including strong problem-solving, negotiating, consulting skills, conflict management, show courage and confidence to speak up skillfully, challenging others even when confronted with resistance or unfamiliar circumstances

- Acts with integrity, impartiality and independence, balancing functional, organizational and legal parameters

- Excellent verbal, written and interpersonal communication skills (should be skilled in use of Word, PowerPoint and Excel)

- Understand relevant employment legislation and must be able to exercise judgment and independently determine and take appropriate action within defined HR policies and procedures

- Work collaboratively and inclusively with peers and stakeholders

- Work is performed with minimal direction.

- Working understanding of OD/OE practices

- 13 - 14 years HRBP experience, master's degree.