Rebel Foods - Regional Human Resource Manager

We are surrounded by the world's leading consumer companies led by technology - Amazon for retail, Airbnb for hospitality, Uber for mobility, Netflix and Spotify for entertainment, etc. Food & Beverage is the only consumer sector where large players are still traditional restaurant companies. At Rebel Foods, we are challenging this status quo as we are building the world's most valuable restaurant company on the internet, superfast.

The opportunity for us is immense due to the exponential growth in the food delivery business worldwide which has helped us build 'The World's Largest Internet Restaurant Company' in the last few years. Rebel Foods' current presence is India, Indonesia, UAE, UK & KSA with close to 50 brands and 4500+ internet restaurants has been built on The Rebel Operating System.

While for us it is still Day 1, we know we are in the middle of a revolution towards creating never seen before customer-first experiences. We bring you a once-in-a-lifetime opportunity to disrupt the 500-year-old industry with technology at its core.

Bangalore Rebel Foods Office Address

2nd Floor, B-Block, BHIVE Workspace - No.112, AKR Tech Park, "A" and, 7th Mile Hosur Rd, Krishna Reddy Industrial Area, Bengaluru, Karnataka 560068.

Why do we want to hire a Lead HRBP and what would be the role :

We at Rebel Foods believe in a strong ideology of customer-first thinking and for People, as a function, our customers are our employees

The role of a Lead HRBP would revolve around focusing on people's goals such as :

- Hiring & Identifying Talent : Talent Acquisition, Talent Mapping (Identification of High potentials), Building a culture of diversity in the BU.

- Designing Retention Practices : Grooming, Learning & Development, People Retention & Engagement

- Resolving Grievances : For all kinds of people related grievances HRBPs would be there to help.

- Continuous Climate Check & Anticipate Issues in advance : Improving employee experiences, Regular Catch up with employees to understand the employee situation.

- Inculcation of best practices from other BU's : Ensuring that excellence does not reside in pockets but permeate across the org.

About the Role: Designation : Manager/ Senior Manager

- As the Lead HR Business Partner the incumbent will be responsible for providing a full range of HR support and strategic business partnership to the Business leaders and employees of the BU

- Act as the strategic business partner, working with the senior management team of the business group to establish HR initiatives that will accelerate the business strategy/objectives for the group

- Facilitates the development of culture and key capabilities for the organizations.

- Understands the BU needs and through continued dialogue with stakeholders identifies key focus areas and comes up with HR Strategies, programs, policies to bring about the change.

- May act as Project Manager for programs that support these initiatives that include defining project scope, cost, resource allocation and program communication.

- Oversee and mentor current staff in the facilitation of all employee relations issues while keeping the organization's overall mission vision and values at the forefront of decision making and action.

- Cultivate partnerships with the BU to understand current issues and anticipate upcoming ones in order to provide timely HR guidance as needed.

- Executing and managing the hiring strategy and recruiting initiatives, including the administration of the hiring and employment process.

- Partner with managers and employees to understand issues and help resolve through HR practices, processes, or policies. Acts as consultant, coach, and facilitator to business leaders. - Partner with business leaders to understand and identify learning requirements for employees at all levels. Help design, build and deliver learning strategies/programs with a center of people excellence team.

- Work with the Compensation, Benefits and HRIS, to design and administer compensation programs, including variable pay programs for the business group, ensuring alignment to key metrics for the BU.

- Conduct exit interviews to ascertain trends in voluntary resignations and develop programs/initiatives with managers to address the deficiencies.

- Continue education of current and progressive HR practices