Senior Manager - HR Business Partner - FinTech

Global Martech and CRM set up requires Senior Manager- HRBP- Delhi

One of our client a Global French MNC a tech leader operation in over more than 46 countries.Its 10,000 employees are committed to making the world of work a better place for all, one that is safer, more efficient and more user- friendly. Our passion for customers, respect, imagination, simplicity and entrepreneurial spirit are our values. For anyone who needs to vibe in their professional life, we are the best place for you to work and grow. In' India delivers end- to- end loyalty solutions from loyalty program development to loyalty software implementation to rewards management and last- mile fulfilment. As a reputed full- service rewards & loyalty company, In ' India it manages several award- winning programs across various industry verticals in India. We deliver loyalty software and solutions for our diverse portfolio of B2B, B2C and B2E clients. Our solutions include channel/ customer/ influencer loyalty programs, employee rewards & recognition and points- based reward programs. We deliver more than 8 million digital rewards for our 250+ clients every year.

We are looking out for Sr Mgr- HRBP for our client office at Delhi

PFB the details:

- Client : Global Fintech MNC

- Role: Sr Mgr - HRBP / HR Operations

- Location: Delhi

- Experience: over10 years in HRBP with an organization of repute

- Qualification: Graduate + MBA in HR preferred

PFB the JD and details:

- The role and responsibilities of a Human Resource Business Partner (HRBP) vary depending on the specific needs and goals of the organization and the business unit they support. However, some common responsibilities of an HRBP may include:

- Providing strategic HR support and guidance to a specific business unit or department. This may involve working closely with the business unit to understand their needs and goals and developing strategies to support them.

- Advising on and managing employee relations issues, including conflicts, grievances, and disciplinary matters. HRBPs work with employees and managers to resolve any HR- related issues in a fair and consistent manner.

- Leading or participating in HR initiatives and projects, such as implementing new policies or processes, conducting employee engagement surveys, and developing training programs. HRBPs work closely with the HR team and other stakeholders to ensure that HR initiatives are aligned with the needs and goals of the organization.

- Providing guidance and support to managers and employees on HR- related matters, including performance management, employee relations, and talent development. This may involve coaching managers on how to effectively manage and develop their teams, as well as working with employees to address any HR- related concerns or issues.

- Participating in succession planning and talent management efforts to ensure the organization has the right people in the right roles.

This may involve identifying and developing high- potential employees, as well as working with managers to create development plans for their teams.

- Collaborating with the HR team and other stakeholders to ensure HR initiatives and policies are aligned with the overall goals and objectives of the organization.

- He/ she will take own responsibility of talent acquisition and engagement

- Build relationships with business leaders to offer thought leadership on organizational and people- related strategy and execution.

- Consult with leaders to create a comprehensive people plan to influence lasting change over large functions.

- Solve challenges and get to the root cause of any issue, no matter how complex.

- Design and quickly implement solutions that cut across multiple disciplines, even those beyond people and organizational solutions.

- Provide expertise in the following areas: career planning, performance management, coaching, data analysis, compensation and rewards, employee relations, learning and development, recognition programs, and strategic development.

- Identify and surface trends in both qualitative and quantitative data to help improve organizational health, understand when data will assist in making smart, informed decisions.

- Interpret complex analyses and tie back to business priorities.

- Develop a relationship with key leaders at multiple levels within the supported business group.

The role includes coaching and influencing key stake holders to make decisions that are compatible with best practices

- Influence, drive and control delivery of HR services to business, through CoEs of recruitment, employee shared services, learning function, compensation and benefits, statutory and compliance services.

- Overall, the role of an HRBP is to be a strategic partner to the business unit and help drive HR initiatives that support the organization's overall goals and objectives.

Skills Required:

- There are several skills that are important for a Human Resource Business Partner (HRBP) to have in order to be successful in their role.

These skills may include:

- Strong Communication and Interpersonal Skills: HRBPs need to be able to effectively communicate and collaborate with employees, managers, and other stakeholders within the organization. This may involve being able to clearly and concisely convey information, as well as being a good listener and being able to build strong working relationships.

- Strategic Thinking And Problem- Solving Skills: HRBPs need to be able to identify and address HR- related challenges and opportunities in a strategic and effective manner. This may involve analyzing data, developing and implementing solutions, and being able to think critically and creatively.

- Leadership and Management Skills: HRBPs may be responsible for leading HR initiatives and projects, and therefore need to have strong leadership and management skills. This may involve being able to effectively delegate tasks, set goals and expectations, and provide guidance and support to others.

- Emotional Intelligence: HRBPs need to be able to effectively manage their own emotions and the emotions of others in order to effectively navigate employee relations issues and conflicts. This may involve being able to understand and manage one's own emotions, as well as being able to empathize with others and effectively manage difficult situations.

- Conflict Resolution Skills: HRBPs may be involved in resolving employee conflicts and grievances, and therefore need to have strong conflict resolution skills. This may involve being able to identify and address the underlying issues that are causing the conflict, as well as being able to mediate and facilitate resolution.