Human Resources Business Partner

Location

Secunderabad | India

Job description

This position is open for Hyderabad and Pune location!

• HR Business Partner – Build strong partnerships with business leaders to deliver talent related value-added services and enable top line & bottom-line growth . The HRBP maintains an effective level of business literacy about the business unit's financial position, its midrange plans, culture, and competition. Work with business leaders to ensure creating and implementing talent strategies aligned with Business Unit/Group scorecards.

• Drive key talent processes not limited to workforce planning, performance, promotions, Incentives, annual pay, high potential identification, career management, Engagement survey, retentions etc.

• Quarterly reporting to business leaders & action planning with business leaders on important talent metrices through QBR's (Quarterly Business Reporting).

• Strategic Talent Management - You play an important role in the implementation of strategic talent management efforts, starting with the identification of talent strengths and needs. You contribute to the implementation the strategic talent plan in assigned vertical. You identify areas for improvement in talent development plans and help increase awareness among employees and managers.

• Organizational Diagnostics - You partner and consult with peer HR disciplines on organizational diagnostics. You identify new data sources; interpret results of analyses diagnose talent processes/programs, talent needs and risks; provide recommendations on organizational strategies, goals and actions; and, contribute to implementation plans based on results.

• Change Design and Orchestration - You orchestrate and implement change, adapting to new or changing structures, cultural change, or business-specific programs/processes for an assigned organization. You evaluate internal business drivers and collaborate to develop change management strategies and training materials.

• Leadership & Team Performance - You assess leadership effectiveness and performance data and document/report findings. You recommend inclusive leadership practices and implement interventions to improve leadership and team performance. You contribute to leadership capability planning for an organization, and coach managers and leaders through organizational change.

• Strategy Clarity & Alignment - Leveraging your understanding of the business strategy for your assigned organization, you execute on people and organizational priorities to drive business decisions and achieve specific business goals.

• Special HR Projects:

1. Lead and manage large-scale projects and key initiatives across organization, including organization structuring, organization changes, integrations, benefits alignment and harmonization of HR policies and processes across business units.

2. Building Innovative talent practices and talent models that can complement and propel talent transformation aligned to the future ways of working

3. Contributing to shape the larger talent strategy by designing and executing key initiatives across performance, careers and org design

4. Analyzing, interpreting data and applying key insights to propose talent engagement, management & development ideas that can give an edge to attract and retain the best talent

Knowledge, and Skills:

• Business Acumen - The ability to understand the parts of the business and their interrelationships. This includes skill in understanding the industry, competition, and expected future developments and challenges, the business's competitive strengths and weaknesses, opportunities to grow the business and reduce operating costs, and awareness of the environment for opportunities.
• Talent Management - The ability to strategically look at organisational capability requirements and align it to a robust talent plan for critical roles and key leadership positions.
• Data Analysis - The ability to systematically gather information from a variety of sources, analyze information, identify implications of data, draw conclusions, generate alternatives and solutions, and evaluate the consequences of choosing each alternative using quality metrics and data. This includes the ability to convert general data and findings into applied, specific information and suggestions that add value to business planning and strategies.
• Leadership Development - The ability to prepare leadership development plans that focus on the strategic investment in human capital within the organization (e.g., talent identification and management, individual development planning, management development, 360-degree feedback, succession planning, mentoring, and coaching).
• Organizational Development - Knowledge and application of organizational development theory. This includes knowledge of organizational behaviour, organizational capabilities and change management, and workforce planning and succession planning procedures.

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