Lead - HR Business Partner - Recruitment Firm

Key Responsibilities :

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