JSW Steel - HR Business Partner

HRBP - JSW Sports

Role - HR Business Partner - JSW Sports Private Limited

https://jswsports.in/

Designation - Senior Manager

Purpose :

- The HR Business Partner is responsible for managing the HR function by providing strategic and business partnering support to the business that are aligned with HR strategy and standards.

- The role provides day-to-day services to the business in the areas of performance management, recruitment, talent development, employee engagement, policy and procedure administration, employee data management and building cohesive culture across the organisation.

Key Result Areas (Key Performance Indicators):

Business Partner:

- Lead HR function, design HR strategy and translate it into operational areas for business

- Ensure full compliance with HR Strategy and standards, as well as, that all areas of HR are delivering on their respective requirements by the business

- Act as advisor to line managers on all people and HR matters

Strategic planning and building a competitive organization:

- Partner with business leaders on strategic workforce planning to ensure the assigned business function's workforce has the right size, skills, cost, and agility for current and future business needs

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

Performance Management:

- Lead and manage the ASR process for business functions

- Provide coaching and support to managers/employees to ensure process effectiveness during all stages (objective setting, mid-year and end-year review discussions)

- Advise line managers on performance management including providing effective feedback

- Manage the yearly performance calibration process for the assigned corporate functions.

- Manage the Performance Improvement Plan (PIP) Process

Talent Management & Development:

- Facilitate and manage the talent review process and succession planning in partnership with business leaders

- Partner with business to identify critical roles, plan and implement strategy to ensure robust pipeline

- Help identify the development needs of key talent and support them to close leadership and capability gaps. Ensure adherence to Individual Development Plan for Key Talent.

- Work with business leaders to identify the capability gaps in the assigned functions for short/long term and partner with Group L&D CoE to address them

- Drive implementation of post-training learning objectives by involving the Reporting Manager

- Support and guide line managers with the management of top talent and high performers to ensure retention of key individuals and knowledge/experience

Talent Acquisition & Onboarding:

- Ensure timely closure of open positions

- Partner with line manager to enable identification of right talent in an efficient and effective manner

- Partner with Group CoE for campus hiring programs

- Partner with the line manager to ensure proper implementation of onboarding process and act based on new hire feedback.

Employee Engagement:

- Manage the engagement survey for assigned business functions, drive ownership for results and actions. Conduct FGDs to analyze result and drive action planning and implementation.

- Design and lead the implementation of Employee Engagement calendar for assigned functions

- Lead and manage the rewards and recognition program for assigned business functions

- Work with line managers and employees to solve conflicts and help facilitate positive employee relations, maintain a good working environment, build morale, and decrease unwanted attrition

HR Compliance:

- Ensure statutory compliance as per applicable labour laws for all Corporate functions

- Ensure adhere to POSH Act requirements, build understanding of POSH guidelines

- De-risk the organisation by having the right governance mechanism in place

- Act as point of contact for all audit related to applicable compliances

Decision making authority (Decisions expected)

- Identification of right people and talent strategy for assigned functions

- Need based decisions on all people matters

Educational Background and Work Experience:

- Full Time MBA in HR with relevant experience

- At least 6-8 years' HR experience with successful business partnership experience with proven success in linking HR strategies to the business.

Competencies:

- Ability to translate strategic and tactical business plans into HR strategic and operational plans

- Ability to flex and adapt style as needed

- Ability to challenge status-quo and continuous improvement mindset

- Proven ability to influence decision making and take tough decisions when delivering difficult messages with both professionalism and poise

- Comfortable working in ambiguous business situations

- Strong expertise in developing solutions based upon facts/data analytics

- Must communicate effectively and confidently, while having the ability to influence, navigate, and manage stakeholders across all levels of the organization

- Must possess a drive for results

Working relationships - Stakeholders

Internal: Business/Function Heads, Leadership Team, Group HR CoEs

External: Trainers and consultants, compliance consultants, recruitment partners, coaches

Key Success Factors - Challenges:

- Alignment of multiple senior stakeholders to drive and implement new initiatives

- Timely implementation of people processes by creating co-ownership of line managers

- Dynamic business needs