Job Description

Purpose of the Role:
As the Lead Business Partner - HR, the incumbent will play a critical role in driving strategic HR initiatives by partnering closely with business leaders and providing expertise in HR reporting and analytics. Reporting directly to the General Manager of Human Resources, will be responsible for delivering insights, analysis, and recommendations that align with the organization's goals and objectives. Role will involve collaborating with various stakeholders to enhance HR processes and ensure data-driven decision-making across the organization.
Job Responsibility:
xc3x98 Business Partnership:

• Serve as a trusted advisor to business leaders, providing guidance on HR-related matters and aligning HR strategies with business objectives.
• Partner with department heads to understand their workforce needs, challenges, and priorities, and develop support with HR solutions to address them
• Collaborate with cross-functional teams to drive organizational effectiveness, talent development, and employee engagement initiatives

xc3x98 Employee Life-cycle Management:

• Comprehensive management of the end-to-end employee life cycle, ensuring a seamless and positive experience for every employee in the unit(s)
• Address and resolve the employee grievances and concerns in line with Organization policies and in discussion with Senior Management

xc3x98 Strategic Planning and Execution:

• Participate in strategic workforce planning activities, including succession planning, talent acquisition and retention, talent pipeline development, and workforce restructuring initiatives in line with organizational BSC and priorities
• Monitor industry trends and best practices in HR reporting and analytics, recommending innovative approaches to enhance HR effectiveness

xc3x98 Performance Management:

• Oversee the implementation of performance management systems i.e. LOOP, working with leaders to build and drive a high-performance work culture and drive a culture of continuous feedback.
• Provide coaching and support to improve individual and team performance.

xc3x98 Organizational Development:

• Lead initiatives related to organizational development and change management.
• Drive initiatives to enhance organizational effectiveness and efficiency
• Foster a culture of continuous learning and innovation within the business, focusing on building an organization of future

xc3x98 HR Analytics and High-Impact Projects:

• Utilize HR metrics and analytics to assess the effectiveness of HR programs and make data-driven recommendations for improvement.
• Take data-based decisions to design, develop, drive and sustain high-impact project for the business units

xc3x98 Data Governance and Compliance:

• Ensure the accuracy, integrity, and confidentiality of HR data by implementing data governance processes and compliance measures.
• Identify the future risks from HR point of view proactively and take appropriate actions to mitigate/eradicate the risk with sustenance mechanism in place

Stakeholder Profiles & Nature of Interactions:
Internal:

• HR Leadership
• Engineering Functional Leadership
• Employee Base
• Learning Academy Heads
• Cross Functional Leadership

External:

• Governance and Compliance.

Desired Candidate Profile:

• Education: Preferred MBA in HR Management.
• Relevant Experience: Proven experience as an HR Business Partner, working closely with business leaders and functional heads.
• Excellent interpersonal skills and the ability to build effective relationships with stakeholders across levels of the organization.
• Knowledge of HR process, policies and HRIS systems and proficiency in Microsoft Office suite and PowerBI.
• Ability to be Fair and Firm.

Skills & Competencies:

• Strategic Thinking
• Strategic HR Business Partnering
• Stakeholder Management
• Communication and Influencing
• Agile Execution & Getting Things Done
• Ethical Standards - maintaining the confidentiality and integrity