Manager - HR Business Partner - BPO/KPO/IT/ITES

We are seeking a seasoned HR professional to join our team as Manager, HR Business Partner (HRBP) with a focus on managing the entire employee lifecycle within our BPO company.

Key Responsibilities:

1. Strategic Business Partnering:

- Act as a strategic advisor to senior leadership and business unit managers, providing insights and guidance on HR matters that align with business objectives.

- Collaborate with stakeholders to understand business challenges, anticipate HR needs, and develop proactive solutions to support organizational growth and success.

- Partner with business leaders to drive workforce planning, talent acquisition, and retention strategies to meet current and future business needs.

2. Employee Relations and Engagement:

- Lead employee relations initiatives, including managing complex employee issues, investigations, and disciplinary actions in compliance with company policies and legal requirements.

- Develop and implement programs to enhance employee engagement, morale, and retention, fostering a positive and inclusive work environment.

- Conduct regular pulse surveys, feedback sessions, and focus groups to assess employee sentiment and identify areas for improvement.

3. Talent Management and Development:

- Oversee talent management processes, including performance management, career development, and succession planning, to ensure a pipeline of high-performing and engaged employees.

- Partner with managers to identify skill gaps, development needs, and training opportunities to support employee growth and career advancement.

- Implement initiatives to promote diversity, equity, and inclusion (DEI) within the organization, fostering a culture of belonging and respect.

4. Organizational Development and Change Management:

- Lead organizational development initiatives to drive change and continuous improvement, including organizational design, restructuring, and process optimization.

- Partner with leadership and cross-functional teams to effectively communicate changes, mitigate resistance, and support employees through transitions.

- Monitor and analyze HR metrics and trends to identify areas for improvement and drive data-driven decision-making.

5. Compliance and Risk Management:

- Ensure compliance with all applicable employment laws, regulations, and company policies, providing guidance and support to managers and employees as needed.

- Stay abreast of HR trends, best practices, and legal developments to proactively address compliance risks and mitigate potential liabilities.

- Partner with legal counsel as necessary to address legal issues and mitigate legal risks related to HR matters.

6. Performance Management and Development:

- Implement and manage performance management processes, including goal setting, performance reviews, and feedback mechanisms.

- Provide guidance and support to managers and employees on performance expectations, career development, and growth opportunities.

- Identify high-potential employees and develop talent management strategies to nurture their potential and support their career progression.

7. Learning and Development:

- Collaborate with stakeholders to assess training needs, develop training programs, and facilitate learning initiatives that support employee development and skill enhancement.

- Partner with external vendors, subject matter experts, and learning professionals to deliver high-quality training programs and resources.

- Monitor and evaluate the effectiveness of training initiatives, leveraging feedback and metrics to continuously improve learning outcomes.