HR Business Partner

HR Business Partner - Warehouse

The HR Business Partner will collaborate closely with BU/Functional Leaders to develop and implement people strategies and talent plans that align with and drive business objectives. This role is accountable for the successful execution of these strategies, ensuring they enhance employee experience, optimize people processes, and drive productivity. As the custodian of the company culture, the HRBP will actively foster a positive and aligned organizational environment.

What You Will Do:

Own and Deliver the People Charter Roadmap:

- Take full ownership of the people processes that span the entire employee lifecycle, from hire to retire, for your designated Business Unit (BU). You'll drive key processes designed to boost BU productivity and support timely performance interventions. This includes:

- Performance Management: Ensuring that performance management systems are aligned with business goals and enable timely feedback and development.

- Talent Management: Leading efforts to attract, develop, and retain top talent.

- Staffing: Overseeing effective recruitment strategies to meet BU needs.

- Learning Effectiveness: Designing and delivering learning programs to enhance employee skills and business outcomes.

- Wagebill & Org Effectiveness Management: Managing compensation structures and organizational design to ensure optimal efficiency and cost-effectiveness.

Own and Deliver the Employee Experience Charter:

- Be responsible for enhancing the key touchpoints in the employee lifecycle that directly influence employee satisfaction and engagement. These include:

- My Recognitions: Leading initiatives to celebrate and reward employee achievements.

- My Immersion: Ensuring seamless onboarding and integration into the company culture.

- My Promotions: Managing transparent and effective promotion processes.

- My Team: Fostering a sense of belonging and team cohesion.

- My Organizational Culture: Advocating for and enhancing the organization's values and culture.

- My Work: Ensuring employees find meaning and fulfillment in their roles.

- Exit: Managing smooth and positive exits that help retain valuable feedback.

- Overall eNPS: Monitoring and improving the Employee Net Promoter Score (eNPS) to gauge overall employee sentiment.

Identify Capability Gaps:

- Collaborate with COEs/SMEs to identify capability gaps based on both employee and BU needs. Design and implement high-impact programs to address these gaps, leveraging employee intelligence to optimize learning and development initiatives.

Be the Primary Custodian of the Employee Voice:

- Act as the voice of the employees by regularly collecting, analyzing, and acting on employee pulse surveys and feedback. Provide actionable insights that drive continuous improvement in people-related processes.

Demonstrate the Impact of People Programs:

- Measure and communicate the effectiveness of COE-led people programs. Create feedback loops to ensure that programs are constantly improving and aligned with business needs.

Keepers of Culture:

Stress-Test the Culture:

- Evaluate the alignment of company beliefs (vision & values), ways of working, rituals, and talent practices. Raise early alarms to managers and leaders where behaviors diverge from desired cultural norms, and deploy corrective actions to address gaps at both the individual and team levels.

Develop the Employee Value Proposition:

- Work with the central COE team to refine and communicate the employee value proposition, ensuring that the organization attracts and retains top talent. Provide feedback and collaborate on designing strategies that enhance this proposition.

Support Managers with Day-to-Day People Challenges:

- Act as a trusted advisor to leaders and managers, helping them navigate people-related issues and challenges on a day-to-day basis.

Lead Change Management and Senior Stakeholder Management:

- Guide leaders through organizational change, providing the necessary support to ensure smooth transitions. Manage key senior stakeholders to drive alignment and impact across the organization.

Desired Experience:

- 4-6 years of relevant HRBP or COE experience with a focus on execution and proven results, or experience in HR consulting with demonstrable success.

- Ownership and Problem-Solving Mindset: A track record of taking ownership of people initiatives and delivering strategic, impactful solutions.

- Strong Functional Knowledge: Expertise in organizational behavior, performance management, and leadership development practices is essential.

- Experience in High-Performance Environments: Prior experience in sectors like FMCG, consumer internet, e-commerce, technology, or B2C is preferred.

Industry Reputation: Ideally, experience working in organizations with a strong employer brand.

This role requires a strategic thinker with the ability to execute on the ground, a deep understanding of human resources, and a passion for enhancing the employee experience while aligning people strategies with business goals.