Senior Manager - HR Business Partner - BFSI

Role And Responsibilities :

- Business Partner role has been designed to provide strategic arm to Business Units in meeting their HR requirements.

- In this role, the Business Partner (BP) will liaise with the business leaders and managers and introduce specific HR initiatives and recommend HR solutions aligned to business objectives and strategy.

- This work includes, but is not limited to, partnering with business to implement relevant HR operations supporting business growth and people model, managing end to end employee lifecycle, supporting day-to-day operations as well as proactively engaging in process improvements.

- The incumbent will be expected to improve organizational design and structure, support change leadership and management coaching.

- This role will make significant contribution in driving project management for various HR initiatives including management training and development, succession planning, policy review and implementation.

Strategic :

- Proactive liaison and consultation with business stakeholders to understand the changing needs of the business, suggest and implement innovative solutions aligned to changing priorities

- Work with cross functional Centers of Excellence to facilitate end to end HR needs for the business pertaining to Talent Management, Performance Management, Talent Acquisition, Employee Relations, Staffing, Succession Planning, Organization Structure and Skills Assessments

- Identify the key HR areas that need to be driven across the business based on feedback received from ESAT, Climate survey, Attrition data, Audits and others. Creates solutions to address the need, in order to align HR solutions to people needs.

Operational :

- Manage end to end employee life cycle including on boarding for new joiners, confirmation, performance appraisals, grievance handling, employee relations and employee separation

- Review and analyze business unit data to identify trends and recommend solutions to improve performance, retention, and employee experience (Attrition Analysis, Early Warning Signals, Retention, Engagement levels)

- Assess and ascertain manpower requirements for the business ensuring adequate staff backup to avoid crisis situations and working with hiring team to ensure back fill hiring is completed within agreed timelines

- Provide analysis and reports to business on recruitment progress, review open positions, statistics on offer to joining ratio, advertises open positions internally and provide growth opportunities to employees within

- Create new JD's and competency definition for new roles as and when required. Interact with leadership team and frame the competency framework for the unit in various roles

- Work with line managers to identify bottom quartile employees and coach them to focus on improving performance and create adequate succession pipeline at middle management

- Proactive inputs to HR verticals on benchmarking requirements seeking internal as well as external market "best practice" opportunities that will enhance engagement

- Provide compensation support including compensation bands validation, inputs on promotion recommendations and competency based resource utilization

- Create robust communication forums and facilitate interactions between the employees and management on a regular basis

- Guide the team in creating and reviewing the functional deliverables, compliance of HR operations, prepare the report on effectiveness of business solutions and look for trends and draws inferences to influence future direction.