An ideal candidate for this role would have worked as an HRBP for a Technology / Software product firm with good knowledge of different functions (Engineering, QA, PMG, UX, etc.) and their challenges. Should have had some experience in recruitment and training.
STRATEGY:
- Understand business/function line(s) strategy and keep up to date with their organization, products and HR needs
- Strive to become a trusted partner of business/function line (s)
- Assist with the development and implementation of sound local HR practices
- Contribute to promoting specific HR initiatives (Campus program, Mentoring, Buddy program, Diversity, etc.)
- Contribute to budget exercise
- Contribute to Performance Management
- Provide guidance and input on business unit restructures, workforce planning and succession planning.
EMPLOYEE RELATIONS
- Handle employment relations and performance management issues
- Assist with communication initiatives to employees and managers
RECRUITMENT
- Understand the budgeted headcount in own business areas
- Have regular follow up meetings with Recruitment team and keep abreast of recruitment in one's areas
- Must be abreast and proactive in identifying any internal mobility opportunities and growth scope
EMPLOYEE ENGAGEMENT / RETENTION
- Design strategies and partner with the business to help employees achieve work-life balance.
- Facilitate and strengthen various employee engagement initiatives
- Partner with the business in Employee Survey, contribute to analyzing the results and driving initiatives
- Inculcate a culture of recognition in one's span and drive Rewards and Recognition.
- Conduct Focus Groups for across levels.
- Grievance Redressal: Engage with employees informally, closed loop on all complaints or grievances that are brought formally to HR notice
PERFORMANCE MANAGEMENT
- Facilitate Performance Management System (PMS)
- Work towards improving QUALITY of PMS process by upskilling/ raising awareness
- Facilitate Career Management
- Support business managers in compensation planning / decision process
- Provide day-to-day performance management guidance to line management (e.g., coaching, counseling, career development, disciplinary actions).
CAREER DEVELOPMENT
- In consultation with business, managers identify development needs of employees and facilitate implementation of the same.
- Support for all training initiatives
- Know managers and staff within scope (background, skills, motivations, etc.) to facilitate employee mobility very closely by assessing opportunities available v/s talent pool
EXIT PROCESS
- Conduct exit interviews, analyze attrition data and develop strategies to manage and reduce attrition in one's span
- No Dues and other exit formalities
OTHER
- Assist Head HR in executing any special projects or initiatives in one's span, as required
REQUIRED COMPETENCIES
Technical
- Experience in Core HRBP activities
- Experience in Lateral & Campus Recruitment
- Understanding of local labor law, diversity, inclusion and non-discrimination awareness
- Understanding of HR processes and procedures
- Business Acumen
- Negotiation Skills
- Project Management & Change Management Skills
- Excel skills
- Accuracy (with numbers)
Behavioral
- Strong sense of confidentiality and ethics
- Relationship Management
- Analytical skills, ability to access people and situations with objectivity
- Ability to plan, prioritize and deliver
- Client focus, Active listening, Ability to influence, Ability to conduct change management
- Adaptability/Flexibility - Job requires being open to change (positive or negative) and to considerable variety in the workplace.
- Initiative - Job requires a willingness to take on responsibilities and challenges.
Didn’t find the job appropriate? Report this Job