HR Business Partner - GCC - Construction Industry

HR BUSINESS PARTNER- GCC Role -US Brand

HR Partnering :

- Contribute to implementation of BU HR strategy in the respective business unit/ functions to ensure that business needs are met:

- Undertake frequent discussions with business leaders to understand function specific challenges and priority areas; Provide recommendations basis the same to HR Head/ LBHR/ COE etc.

- Act as a solution provider to resolve HR challenges, including manpower planning engagement, attrition, etc.

- Co-Design and implement best in class organization structure & manpower plan that caters to business needs:

- Analyse the structure and manpower as per dynamic business needs & understand business data trends to identify need for change.

- Work with Lead HRBP & COE to build a case for change, set design principles and validate the same with business.

Drive Recruitment & On boarding for seamless business operations:

- Forecasts vacancies and trigger talent acquisition processes

- Create/ review job description and ensure validation from Line Managers

- Drive smooth execution of recruitment and on boarding process.

- Work closely with the Business Heads & Lead BHR in the creation of manpower budget & deployment of manpower.

- Identify and ensure fulfilment of behavioral and functional capability development needs of employees in line with business needs: -

- Facilitate with L&OD team to create/ review functional competency framework for the respective business vertical as per the defined framework.

- Identify the training needs/critical competencies basis understanding of business priorities and discussions with line managers.

- Build awareness for training & ensure all employees are aligned with the training programs to the business priorities.

- Implement talent management processes at the business/ functional level to ensure continuous identification and development of high-potential talent: -

- Identify critical roles as per the defined guidelines and collaborate with talent management team for creation of robust succession plan.

- Initiate discussions with respective Business Heads to validate successors & their readiness for all positions based on pre-defined guidelines.

Employee Lifecycle Activities & others:

- Ensure employee queries are addressed in a prompt manner and escalate to DH, LBHR or senior management where applicable.

- Manage critical Employee lifecycle activities w r t. transfer, confirmation, grievance management, disciplinary etc.

- Drive the annual performance appraisal process in the business / function basis COE direction in strict adherence to the specified timelines.