HR Business Partner - Sales - FMCG

HR Business Partner

Responsibilities:

- Understand businesses/functional needs and challenges by attending strategic and operational planning process. Be part of management/ leadership team and play active role in drafting business plan by providing necessary input from human capital perspectives (risks, opportunities, resource plan etc). Also provide meaningful HR solutions to meet business specific needs:

- Understand and align employee needs and wants to organization goals and business strategy. Be an employee champion and advocate both transactional (payroll, benefits etc) and transformational (learning, competency development etc) needs of employees. Also educate employees on business and changing business environment and competition.

- Define, develop and review policies specific to organization needs and requirements. Scan the market and participate in surveys to benchmark policies and evaluate BIL vis a vis the market or comparators. Recommend changes if any.

- Partner with business in developing required organization capabilities to execute strategy and implement operation plan. The organization capabilities at individual level are Skill, Knowledge and Attitude and at organization level are Structure, Systems, People, Process, Culture etc.

- Implement in partnership with leaders/ Managers talent management programs (Talent Identification, Talent Acquisition, Talent On boarding, Talent Performance, Talent Rewarding, Talent Retention, Talent Retention).

- Partner with managers to identify Hi-potential employees, motivate, engage and retain these Hi-potential employees. Provide necessary guidance and coaching to managers in managing these employees.

- Facilitate talent management programs to help identify pipeline; formulate development plans for key talents and help roll out and implement career paths for specialist and generalist role.

- Develop and deploy retention programs and initiatives for business. In a competitive market place retaining key talents is a high risk business challenge and as a business partner, provides necessary business intelligence by analysing attrition data, exit interviews and providing right solutions to retain talents.

- Understand need to transform culture of organization and drive required culture transformation in partnership with business.

- As a Change Agent partner with business leaders in driving required changes in organization by designing, implementing and monitoring change initiatives.

- Partner with business leaders in monitoring performance and engagement of employees in entire career life-cycle. The role is coaching and advising managers in managing employee life cycle (engagement and performance)

- Advise and coach managers to use HR Analytics/ HCM Business Metric to take business decision. Also articulate value of Human Capital in driving business results.

- Work with business partners and HR COEs in improving employee engagement. Role focus is to understand, predict and control levers of employee engagement.

- On a periodic basis conduct HR audit to evaluate HR effectiveness, compliance, and risk against talent in execution of strategy and take necessary measures to mitigate.

- Partner with Total Rewards COE and business leaders to ensure company have competitive rewards and recognition programs and help managers to execute this effectively.

- Ensure effective management of employee relations issues (e.g., grievances, redundancy, deployment etc); act as primary point of contact between functions/ Business towards maintaining harmonious ER.

- Partner with managers to ensure effective employee communication (upward & downward) and also maintain employee touch points and coverage as per standard people connect calendar

Qualification & Experience : MBA/PG in HRM , : Minimum 8-12 years (in HR function) which includes 2-3 years experience in leadership role.