Lead - HR Business Partner - Centre Of Excellence - Emerging Markets - Manufacturing Firm

HR Business Partnering :

- Demonstrates understanding of current and evolving organizational vision, purpose and strategic requirements with awareness of organization, commercial and value drivers that impact people and organization strategies.

- Is aware of the organization culture, norms & politics, familiar with key influencers, internal and external stakeholder groups and the dynamics between individuals and groups which drive decisions.

- Is cognizant of major political, economic, social, technological, legal and environmental issues that may impact organization performance.

Organization Design and workforce Planning :

- Participate in workforce planning & budgeting exercise for the assigned domain with focus on productivity and optimum utilization of manpower.

- Engage and facilitate domain teams in alignment of organization design to business strategy.

- Identify issues and process gaps to improve alignment, manpower productivity and minimize redundancies.

Talent Management :

- Talent review, identification, competency assessment, closure on feedback and creation of individual development plans.

- Support in building the talent pipeline for critical positions by developing robust career & succession planning mechanisms.

- Hire right talent within lead time & ensure zero talent gaps ensuring the right person for the right job.

- Ensure a diverse workforce equipped to drive business results.

Performance Management :

- Lead the annual process with due value add to the process and ensuring proper governance mechanism.

- Drive a culture of performance in teams through robust goal setting & cascade, continuous feedback & appropriate consequence management.

- Coach, counsel, and enable managers at various stages of the Performance process for regular feedback and dialogue and monitor progress

- Design interventions to enhance employee experience through different drivers of engagement like career advancement/ improvement opportunities, Quality of working relationships with peers, superiors, and subordinates, clarity of job expectations etc.

Compensation and Benefits Management :

- Manage C&B process as per business requirement and aligning with the corporate C&B guidelines.

- Implement the annual compensation processes to support the attraction and retention of talent.

New Hire Induction & Orientation :

- Ensure a best in class induction & on-boarding and induction experience to new joiners Ensuring smooth transition and orientation of IPDO employees based at other locations Manage end-to-end employee life cycle for employees

Employee Engagement and Communication :

- Engage with the leadership team and managing stakeholder expectations.

- Proactively sense and address employee grievances/concerns etc. and swift problem resolutions

- Participate with the domains in enabling a transparent and open communication environment.

- Support the leadership team in driving the desired culture and ensuring that the values of the organization are upheld at all times

Managing Employee Relations and augment employee productivity by addressing to grievances.

Improving the employee engagement scores with specific interventions and action plans

Employee Relations and external management:

Removing the bottlenecks from external agencies and federations and ensuring the right work environment in the field

Educating Managers on labour laws and promoting meritocratic work culture in the field.

HR Analytics & MIS

Preparation of periodic HR MIS, reports and analysis for the respective customer groups.

Discover the underlying reasons for employee attrition and identify high-value employees at risk of leaving and design retention measure

Operating Network:

Internal: BU Head, HR Team Members, Business Leaders, Cross BU HR Teams, Corporate HR teams- OE, C&B, Talent Acquisition, L&D

External: Vendors & Institutions