HRBP
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Responsible to\ncreate a superior employee experience by enabling and co\-working with the Lead\nHRBP in executing and delivering HR strategies and initiatives across all\nlevels of the function/department. <\/span> <\/b> Key\nResponsibilities<\/b> Talent\nAcquisition:<\/b> · <\/span><\/span><\/span><\/span>Co\-working with the hiring managers to\ncreate/renew the job descriptions for mid\-career and campus requirements · <\/span><\/span><\/span><\/span>Shadow and engage new joiners actively through\nthe department onboarding journey Workforce\nPlanning:<\/b> · <\/span><\/span><\/span><\/span>Responsible to upgrade and maintain the Job\ndescriptions to be competitive and valid once in two years · <\/span><\/span><\/span><\/span>Monthly data reports of manpower number and cost\nalong with quarterly attrition analysis. PMS:<\/b> · <\/span><\/span><\/span><\/span>Coach the managers in sensitizing the guidelines\nand process of PMS · <\/span><\/span><\/span><\/span>Clarify queries regarding target setting,\nmid\-year review and annual appraisal · <\/span><\/span><\/span><\/span>Shadowing with the Lead HRBP during the\ncalibration meeting for moderation. Employee\nEngagement:<\/b> · <\/span><\/span><\/span><\/span>Conducting focus group discussions, pulse checks\nwith line managers and HOD interactions with different cohorts of teams · <\/span><\/span><\/span><\/span>Ensuring implementation and tracking of employee\nengagement action points · <\/span><\/span><\/span><\/span>Drive and track the recognition program\nofferings for function/department. Talent\nManagement:<\/b> · <\/span><\/span><\/span><\/span>Ensure the availability and realization of\nindividual development plan of high potentials · <\/span><\/span><\/span><\/span>Co\-working with the Lead HRBP to conduct talent\nreviews and ensure implementation of action points from the review <\/span> Learning\n& Development:<\/b> · <\/span><\/span><\/span><\/span>To track and monitor the adherence to the\ntraining calendar · <\/span><\/span><\/span><\/span>Reviewing the competency mapping once in two\nyears along with the Learning Partner Others:<\/b> · <\/span><\/span><\/span><\/span>Resolve employee relations issues and address\ngrievances under the guidance of the Lead HR Business Partner · <\/span><\/span><\/span><\/span>Creating data dashboards for decision making and\nactions Education<\/span><\/span> <\/span><\/span><\/span><\/b> ·<\/span><\/span> <\/span><\/span><\/span><\/span><\/span><\/span>Bachelor's degree in Human Resources, Business\nAdministration or any related field.<\/span> ·<\/span><\/span> <\/span><\/span><\/span><\/span><\/span><\/span>Master's degree (preferred) in Human Resources\nManagement (HRM), Business Administration (MBA), Organizational Development, or\nrelated disciplines.<\/span><\/span> <\/span><\/span><\/span> <\/span><\/span><\/b> Experience<\/span><\/span> <\/span><\/span><\/span><\/b> 5\-10 years of\nexperience <\/span><\/span> <\/span><\/span><\/span> <\/span> Internal and\nExternal Interactions<\/span><\/span> <\/span><\/span><\/span><\/b> Internal <\/span><\/span><\/b>\-\nCollaborate with department heads, hiring managers, and HR team members to\nensure smooth execution of HR strategies, talent acquisition, and performance\nmanagement processes.<\/span>
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<\/div><\/span>Requirements<\/h3>
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