HR Business Partner

Key Responsibilities:

Strategic HR Support:

- Collaborate with senior leadership to understand business goals and objectives and translate them into actionable HR strategies.

- Provide guidance on HR-related matters, company policies, and best practices.

People Issues:

- Address and resolve employee concerns, conflicts, and grievances while maintaining a balanced approach that supports both employees and the organization.

- Provide advice and support to managers on employee performance, disciplinary actions, and conflict resolution.

Talent Acquisition and Management:

- Work closely with recruitment team to identify staffing needs and ensure that the organization attracts and retains top talent.

- Partner with hiring managers to develop job descriptions, interview processes, and candidate evaluation criteria.

- Ensure smooth onboarding of new employees and ensuring a seamless integration into the company.

Performance Management:

- Support managers in the development and execution of performance management processes, including goal setting, regular feedback, and performance reviews.

- Provide coaching and guidance to managers on performance improvement and career development plans for their team members.

- Work along with business on the summarize employee performance, bring alignments in the performance ratings, and take necessary management approvals on the final performance ratings. Work closely with PMS & HR Ops team to execute the appraisals, be it internal communications, letter preparation, letter disbursements etc.

Organizational Development:

- Identify opportunities for organizational growth and improvement and collaborate with leadership to develop and implement strategies that enhance employee engagement and productivity.

- Design a framework for talent identification and development and run the talent management programme for the business.

- Identify the training needs for various categories of employees and plan for structured interventions to promote learning culture in the organization.

- Manage the learning tool and ensure that all internal and external business partners audits and compliance around learning initiatives is fulfilled.

HR Policies:

- Contribute to the design, implementation, and communication of HR policies, and initiatives that support the overall business strategy.

Data Analysis and Reporting:

- Analyze HR data to identify trends, insights, and areas for improvement. Provide data-driven recommendations to drive HR strategies.

- Prepare regular HR reports and dashboards for senior management, highlighting key metrics and HR-related trends.

Audit Management:

- Coordination & management of various audits (Internal/External)