HR Business Partner - NBFC

1. JOB PURPOSE

To partner with the business in order to achieve their goals by driving the Human Resource Strategy and Interventions specifically designed to meet the needs of the different Businesses

2. PRINCIPAL ACCOUNTABILITIES

Employee Connect and Engagement :

- Support the business unit management to develop and implement HR plans and solutions in order to achieve strategic business initiatives and deliver results

- Engage with the business on workforce planning, succession planning and skills assessment

- To conduct regular structured interventions to understand and to educate employees of policies & procedure updates.

- Manage the employee life cycle from onboarding till separation.

- Work with business groups to assess, create and implement innovative solutions for employee engagement initiatives

- Work with line managers and employees to address all employee relations issues ensuring a balance in representing all parties interests

- Partner with internal stakeholders to roll out all key people policies, processes (performance management, talent management, HR- Operations)

- To conduct interaction with new joinees, MTs, in order to educate them of the HR practices & know how of the organization.

- To conduct various contact program with employees to check & provide feedback & recommendation to management in order to help decision making.

Talent Acquisition & Talent Management :

- Interview candidates for mid level hires along with the line managers & select the most appropriate candidate for the position.

- Explore new avenues for sourcing talent and ensure hiring TAT.

- Ensure the source mix and cost per hire is within the defined budget.

- To ensure compliance of the joining process & the on-boarding across all levels as per the TAT.

- Partner with managers to retain, develop and motivate people to achieve their true potential

MIS and reporting:
 
- To ensure maintenance of documents as laid down & MIS updation. Also provide data for decision making

- To ensure updation & accuracy of data in the various HR systems

- Publish weekly/monthly reports and dashboard on recruitment status, attrition etc

3. DIMENSIONS :

- Financial Dimensions (if applicable)

- Cost per hire, Cost savings vs the total budget

Other Dimensions :

- No. of closed positions vs open positions,

- Hiring TAT

- Timely execution of HR interventions for different businesses

- Participation numbers for various HR initiatives being carried out for the zone

- Total Employee strength : 200-500