Senior Executive - HR Business Partner - Research Firm

Career opportunity with one of the research organization for Senior Executive HR Business Partner

- Responsible for end-to-end HR activities within the Firm:

Orientation and Induction:

- Connect with all new hires to help them understand the culture at TSC, policies and systems

Leave management:

- Manage and update leave reports

- Resolve queries related to leave discrepancy

Grievance management:

- Handle all queries related to employee issues and grievances raised and carry out investigations wherever necessary

- Respond to all HR helpdesk tickets raised with the group

Stakeholder management:

- Partner and engage with the Group Heads, Unit Heads and Managers to understand their HR expectations and concerns

- Policy administration: ensure all policies are implemented effectively

Talent management/ employee engagement/ reward & recognition:

- Assist in the development of employees through HR initiatives which focuses on mapping aspirations to opportunities available

- Update JDs as and when required depending on the business requirement

- Dips stick checks and one-on-one interactions to gauge feedback/ pulse of the staff. To be in a better position to pre-empt high attrition cases and suggest ways to tackle the situation

- Create and share data with the Group Head, Unit Head and Team Heads to equip them with relevant information

- Market intelligence with respect to what our competitors are offering to new hires, hiring and retention strategies,

- Conduct and participate in forums such as 1-on-1- s, focus group discussions and E-SAT surveys to proactively gauge the people pulse and share feedback with the leadership team for appropriate interventions.

- Focused groups to be held for all levels across the Firm

- Roll out HR initiatives to enhance employee motivation and reward staff for their outstanding efforts

- Provide feedback that can be highly significant for managerial decisions regarding people and culture

- Introduce, communicate and follow up on Reward & Recognition program

- On the floor interaction with staff (one hour a day)

Performance management:

- Provide assistance during the annual performance appraisal cycle

- Follow up on the self-assessment and time lines

- Participate in the appraisal team meetings and provide useful insights

- Manage and administer PIPs

- Communicate all policies and processes relating to the PMS

- Preparation and communication of mails to communicate increments, bonus and promotions

MIS:

- Maintain and update employee master data

- Attrition analysis/ exit details/ leave management

- Provide data analysis/reports as and when required

Exit Process:

- Conduct HR exit interviews

- Ensure closure to all exit activities on an employee's LWD

Seek feedback on HR:

- Conduct survey to gauge the efficiency of HR within the Firm

- Seek facts and share analysis of outcome