Job description
Role for HRBP
- Functional Groups KEY JOB RESPONSIBILITIES
- Understand business and its strategy, facilitate the Strategic Workforce Planning, outline hiring strategy to ensure timely availability of resources for business success.
- Facilitate discussions related to Workforce and organization design changes and provide inputs/recommendations, facilitate the job descriptions as relevant, Job evaluation, Comp. Bench marking, R&R Program as relevant.
- Partner with leadership teams at relevant levels to drive performance in terms of: a) Facilitating to create meaningful KRAs & KPIs on the basis of transparency and support the KRA Target setting process for the employees (Top-down) taking into account the inter-connected points as per business strategy. b) Enable the managers and employees to review the progress on a periodic basis and next steps. c) Actively involve in performance appraisal (self assessment, manager rating, validation by top management) to enable final decision followed by rewards & measures for improvement/sustainability of the performance.
- Co-facilitate all key discussions/topics involving people with respect to building competence, development, engagement and retention and support implementing the actions thereof.
- Work with Business head continuously to support HR integration, people processes, guidelines and keep abreast of legal requirements for those in overseas units including partnering with external vendors as relevant.
- Enable the business to develop a diverse, robust talent pipeline for future.
- Execute the Compensation and other relevant Policies with clear guidelines around percentile positioning Promotion guidelines.
- Facilitate Total Reward Strategy in alignment with individual/ Team & Company Performance. Design and recommend changes in Sales Incentive Plans which drive high performance in the business operations. Coordinate with business to submit proposals around retention bonus; Long Term & Short-Term incentives based on Business needs.
- Drive initiatives including relevant industry best practices & support line managers to build, develop, engage and retain motivated and high performing workforce.
- Co-facilitate the settling-in for new hires, educate/orient them on HR policies, processes and systems to support comfortable start their journey in TTL besides assigning buddy/mentor.
- Lead the exit interview process, understand the drivers/triggers for the employee’s decision to leave TTL, connect with management to check possibilities to retain.
- Counsel and support line managers with case management for complex employee related topics and in the resolution of specific individual local HR issues.
Requirements
KEY COMPETENCIES/ SKILLS Business Acumen & Understanding Strategic Orientation and Design Thinking Decision Making Change Management Collaborating and Influencing & Challenging Attention to detail, Strong Analytical ability Relationship building and networking Result Orientation Be Courageous, Adaptability (Flexibility, Agility) Stakeholder Management