Manager - HR Business Partner - BFS/IT

Purpose of the job:

Work in close sync with Business verticals, understand the business requirements, and work towards optimal planning and scheduling of HR deliverables.

Job Description:

- Responsible for working in close coordination with the Business and Leadership to achieve business delivery targets. Key Ownership in implementation of Corporate / Business and location HR strategies within the process, team and adherence to Co. policies/practices.

- Responsible for managing the entire Employee Life Cycle from joining to exit and ensuring a smooth transition of the employees during working with the company.

- Talent management with innovative engagement strategies to focus on reducing attrition through effective employee engagement.

- Will be the single point of contact for employees and managers for people-related dimensions.

- Assist leadership to ensure the effective roll-out of all organization-wide HR initiatives.

- Using the inference from the data/trend to develop HR initiatives. Participate in HR reviews and share best practices at a BU level.

- Coordinate and work in tandem with the other teams in Talent Acquisition, and HR Ops to plan Employee engagement & Learning & Development initiatives based on business requirements.

- Design and formulate HR policies and processes in consultation with leadership.

- Create Goal sheet of employees in consultation with respective functional leaders/Managers.

- Champion various HR process interventions in the Performance Effectiveness Program, Rewards and Recognition and Employee development/engagement initiatives.

- Responsible for Monthly scorecard review, Probation assessment & confirmation process as per the set criteria.

- Employee Touchpoints- EWS,Skip, HR Connect, New Hire Connects, and review/action plan

- Maintain, update and implement all HR Procedures and ensure accurate and timely delivery of HR deliverables

- Identify key engagement drivers and develop a supporting internal communication plan to inform, inspire, and involve employees at all levels and geographically dispersed locations.

- Identify the Training needs of the employees during the periodic/annual review & LNA survey. Based on the needs identified, prepare the Training calendar for the quarter/year & ensure execution as per the timeline.

- End to ENd POSH compliance & training

- Measure the effectiveness of the training & validate the same through feedback & monthly review process.

- Generate periodic HR-MIS for Sr. Management.

- Ensure completion of Exit formalities including Clearances, Exit Interviews & F & F settlements within the set TAT.

- Monthly Attrition analysis, and action planning to track and arrest undesirable attrition.