HR Business Partner - Talent Acquisition - AdTech

HRBP & Talent Acquisition

Hiring for New York based Adtech company and having presence in United States, Europe, Asia-Pacific, and South America. Establishing their based in India .

Role - HRBP+ TA

Location - Gurgaon

5 Days

Responsibilities of an HR Business Partner: The exact responsibilities of an HRBP can vary depending on the industry, company size, strategic objectives, the maturity of their HR organization, and so on. However, there are several responsibilities that remain the same for all HR Business Partners.

1. Strategic planning:

- A good HRBP needs to be able to help their organization become future-ready by focusing on the existing workforce in the organization and prepare them for the future. Areas that they will need to work on include:

- Reskilling and upskilling: identify training needs and assist the L&D function in aligning training programs with business objectives

- Strategic workforce planning: ensure the company's workforce has the right size, shape, cost, and agility for the future.

- Succession planning: select and develop key talent to ensure there are talents to fill in critical roles.

2. Coaching and consulting leadership about HR matters:

- An HR Business Partner should have a clear understanding of the way current and future challenges affect the people at their organization. This is how the HRBP can provide effective advice and coaching to key stakeholders.

- However, the HRBP should only be an advisor and consultant and not the one who takes care of everything. Their job is to empower leadership to handle any people matters in the organization.

- Here are some responsibilities that you might encounter in an HRBP job description:

- Conduct weekly or bi-weekly meetings with business leaders and provide HR advice where necessary

- Be up-to-date on employment laws and regulations, as well as other legal requirements regarding people management, to help leaders ensure compliance

- Provide guidance on the creation and implementation of HR processes and policies.

3. Building a competitive organization:

- An HRBP helps their organization win clients and acquire and retain the best talent. Therefore, to help their company stay on top of the market, their work is two-fold.

- HRBPs play an important role in making sure that their business can strategize, train, and adapt to develop the best product. The responsibilities included in the HR business partner job description can include:

- Conducting day-to-day performance management guidance to line managers (for example mentoring, career planning, coaching, etc.)

- Helping line managers deal with organizational, people, and change-related issues

- Optimizing organizational design to increase productivity and improve performance of the business

These HR professionals are also crucial in ensuring that the business can attract and retain the best talent. They might need to work on:

- Collaborating with other HR team members on implementing innovative and inclusive recruitment strategies

- Developing or assisting in developing a future-proof compensation and benefits strategy

- Implementing reward and recognition interventions to increase bottom-line results and employee engagement

What you Need to Know About the HR Business Partner: Discover what should the role and responsibilities of future-ready HRBPs look like in this Learning Bite!

4. Being a company culture and employee experience champion:

- Helping build and maintain a strong organizational culture, as well as continuously improving the employee experience, is a core responsibility of future-ready HRBPs. Companies will often require the HR Business Partner to:

- Provide advice and suggestions for culture-related initiatives, such as cultural transformation.

- Implement HRM interventions on employee wellness, diversity and inclusion, or talent management.

- Working together with management and personnel to solve conflicts and help facilitate positive employee relations, maintain a good working environment, build morale, and decrease unwanted turnover