Manager - HR Business Partner - Manufacturing Firm

HR Business Partner (Manager Grade)

Qualification : MSW/MBA-HR

Detailed JD :

1. HR Policy/Process Implementation. Strategy building :

A) Communicate : Communicate /articulate through workshops, the corporate documents like Vision/Mission, Goals, Strategies, Policies, People Policies, Strategies, Programs, interventions through appropriate channels, by taking the functional leaders at site along, and ensure the acceptance and practice of the same by people managers/individual contributors. Put continued handholding till the Line managers/Supervisors adopt those processes/processes in full.

B) Coach & facilitate : Apply training and coaching formulae in enabling managers/supervisors and end users enabling them to own and lead / follow the policies/interventions.

C) Implement : Use all the possible ethical tools and techniques to carry out in implementation of all HR programs, initiate & support leadership in enable institutionalization of all HR systems, procedures & approaches at site, per Organization's needs and guidelines.

D) People Strategy building : Associate with the Site HR Lead & Operations Lead, in co-creating people and People strategies for the site.

2. Culture building/Change Management :

A) Own and anchor Organizational Behaviours Code, New Performance Mgt framework Capability building, Engagement, Rewards, Talent Review. Implement/track the progress, Create and circulate dashboards, thereby raising alerts and owning closure of gaps duly.

B) Assess the behavioral dynamics: Assess the behavioral dynamics/changing attitudes/surfacing conflicts between individual/groups of the employees of various levels/categories, independently /or/and/jointly with Line Managers, and share the analyzed information with Line Management and HR Leadership, and support Line Mgt in addressing/straightening up such mis-alignments. Raise early alarms, if cultural mis-alignments are sensed. Work with HR Leads/OD specialists and evolve apt interventions.

c) Change : Implement change management initiatives and culture building exercises.

3. Leadership capability building & Employee Capability building :

A) Leadership : Support site functional leaders in Leadership development/capability building in line with company-wide strategy / plans. Identify the needs for building/enhancing the leadership capability and co-create the implementation planner and drive implementation and track effectiveness.s

B) Employee Capability building : Work with site's functional leaders and evolve all employee capability/competency/skill building plan, and track training effectiveness and to carry out the relevant conversations/actions.

Learning Charter : Implement the company-wide and site specific/business specific L&D programs, and track effectiveness

4. Talent acquisition & Onboarding :

a. Evolve annual Talent Acquisition planner for the site.

b. Develop interview panelists. Adhere to the Hiring guidelines.

c. Activate/ Implement Talent Acquisition process per plan, and to carry out the on boarding/ and also to ensure the due onboarding is carried out per plan.

d. Adhere to the On-boarding guidelines and implement onboard plans. Develop/enhance the on board experience of the new colleague. Implement 30:60:90 experience tracking for the new colleague.

5. Talent Management/Review, Performance Mgt:

a. Work with HR Lead and evolve a Talent Management Plan, and coordinate/Log the Talent Review outcome.

b. Support Managers and colleagues in coaching as to how to develop IDPs.

c. Talent conversations facilitation.

d. Implementation of succession planning.

e. Drive the Performance Management process at site level. Train and coach assessors in 'Performance Management' relevant capabilities/skills.

6. Organization design / redesign / Restructuring: Implement changes in Org structures and designs including the tactical plans. Being accountable for having/updating real-time Org structure at site level.

7. Employee Experience enhancement & Employee Engagement :

a. Identify the employee experience touch points, and assess the effectiveness and improve the same against set targets. Bring in innovation in improvising the tools/mechanism that enhance employee experience. Work with relevant managers and coach them in being sensible on the touch points.

b. Encourage employees towards more of Digital HR experience.

c. Find opportunities in every process/system in HR to engage the stakeholder better. Administer 'Employee Engagement surveys' and evolve actions.

d. Draw inferences from Attrition analysis/ Retention analysis/ Exit interview analysis, and evolve engagement actions.

8. Employee Feedback / Grievances : Encourage/appreciate feedback, and coach Frontline leaders in straight listening and straight talking. Be the employee mediator in genuine pleas.

9. Rewards & Recognition : Maximise the employee reach to the existing R&R windows, and enhance participation rate. Work with the functional leaders, and help the deserving recognized and rewarded on time, per framework.

Enhance optimal utilization of Digitized HR solutions : Augment the usage/appreciation by all the leaders and colleagues, of all the key HR platforms/solutions that got digitized.