Job Description

Assistant Manager HRBP

Responsibilities:

- BU responsibility for delivery and implementation of core HR processes and HR projects/initiatives.

- Recognized as a subject matter expert on a variety of Human Resources related topics.

- Develops local HR solutions. Accountable for operational service delivery.

- Leads significant projects.

- Manages complex ER cases.

- Regular exposure to senior leadership

- To demonstrate experience and competence working in a partnership capacity with business stakeholders, the Global HRBP for Business Unit and other functional HR leads to influence and achieve business strategic priorities.

- To ensure India Business Partner activity reflects the Business Unit HR Strategy as defined by the Global HRBP and that it is consistent in its application with the activity of other regional HR Managers for Business Unit.

- Act as a trusted advisor, coach, and consultant for senior managers to improve team effectiveness, strategic insight, and business performance.

- Provides strong leadership and direction on key functional areas including Strategic Workforce Planning, Talent, Organization Design, and Organizational Effectiveness.

- Role primarily supports the Reuters Org as an HR partner.

Required Skills :

- Stakeholder relationships: be key contact and provide talent support to business . Work with multiple stakeholders

- Partners with specialist groups (e.g. Recruitment, Talent, Reward, HR operations, Employee Relations, Global Mobility ) to develop, deliver and promote initiatives that match business needs and the strategic direction set at Enterprise TR level.

- To work with business stakeholders on Recruitment - attending staff group meetings to discuss and agree filling of vacancies and salary levels. using the GRF framework.

- Implement the TR talent process within India , using it to embed talent into the leadership team\'s operating rhythm. Be an advocate for the talent agenda with management, building knowledge and networks of Business Unit\' talent, integrating talent with other HR processes (such as resourcing, succession planning, leadership development, and learning), and promoting the flow of talent across other business units.

- To actively contribute and work with the Business Unit HR team to identify improvements in working and implement changes to create smoother functioning processes.

- To challenge & make recommendations on current operating practices with a view to bringing improvements.

- To manage International Assignees ( IAs), international transfers, localizations and repatriations in accordance with the set procedures.

- Performance Management: working with managers particularly at mid-year and year end to prepare and facilitate the Performance Assessment Workshop (PAW) sessions.

- Annual Compensation process management - ensure the smooth running of pay review during the key months, January to March. Provide clear instructions and guidance to managers in terms of allocating increases and making changes to AIP bonus. Work with managers to ensure all data is input. Review comp statements issued by managers and work with managers to resolve any errors.

- Partner with managers in driving culture change and enhancing organizational effectiveness and change management initiatives; driving employee engagement; and supporting the managers in nurturing a culture of diversity and inclusion.

- Coordinate with HR Operations who support Business Unit to ensure consistent, coherent HR delivery across the unit and ensure that activities are tied to business strategy and plans.

- Use metrics and analytics to help inform management decisions, e.g. understanding Business Unit footprint, understanding talent alignment and resource allocation, driving strategic workforce planning using predictive analytics and scenario modeling.

- Quickly understand the HR system - Workday and help the business in terms of any activities related to Workday ( in terms of raising requisition , compensation approvals , promotion process , probation confirmation process etc)

- Communications and marketing: partner with the other HR functions and the business to increase knowledge of annual processes, programs, and systems through the design and deployment of communications to educate employees.

- Facilitate behavioral and leadership workshops for mid to senior management to support capability building, as required

- Manage nominations processes for major Learning & Development programs

- Measurement Metrics: Collect, analyze and utilize external and internal data to to support the evaluation of annual processes and programs, provide support to the leadership team to direct the learning function to optimize performance.

- Represent India People function on key project teams - e.g. working directly with the business, HR Partners and/or Talent CoEs.

- Analyses the business to identify and recommend HR priorities to support business agenda. Providing direction and staff management to HR team, ensuring activities are focused on key business issues and that an effective operational service is provided.

- Reviews and guides on wider HR activities or initiatives generated by central or global groups.

- Liaising with these groups to ensure they are aware of business requirements.

- Ensuring a consistent approach to HR activities and compliance with regional and global policies and legal requirements whilst adhering to local statutory requirements under employment legislation.

- May be project owner on certain elements of a project, will provide HR resource to business projects to ensure proper focus on people/organization aspects of the project.

- Providing direction for the business in all matters associated with staff and will coach business unit management teams to enhance individual and team capability in areas of HR operations activity, such as the annual HR cycle.

- Scope and Impact

- Manage project and program based budget to ensure that the ROI is fully realized.

- May be an individual contributor, but will have responsibility to direct and coach more junior colleagues in their development and knowledge within the Talent/People function.

- Collaborate with and support colleagues to promote individual and organizational performance

- Take ownership of personal development to increase capability.

- Provides advice and support to business groups and HR colleagues across all HR disciplines.

- Will have business responsibility for one or cluster of countries.

- Good overall business knowledge and a commercial approach to the resolution of people issues.

- Regularly take part in regional projects.

- Ability to effectively work with Global Stakeholder and Local leaders

- Ability to work effectively with HR sub functions and manage end to end of all operational and strategic activities and initiatives

- Business Acumen with knowledge on commercials and business process Exposure to and experience of working in global and complex matrix organizations.

- In depth understanding of complex HR concepts across the Industry and market. Ability to build and execute framework on various HR related concepts backed by the ability to sell and execute HR solutions to Business

- Understands the client groups high level objectives, makes recommendations, builds a plan and proactively brings forward solutions that may shape operational strategy

- Deep knowledge of a broad range of HR policies

- Highly effective interpersonal skills with emphasis on communication skills and relationship management.

- Effective influencing and consulting skills. To be a trusted HR person for the BU leadership team and HR sub function

- Communicates difficult and complex concepts effectively by altering communication style to the audience, translate high level strategy to executable pieces.

- Solves complex problems which may be multidisciplinary or require an in-depth evaluation of variable factors. Ability to manage change across organization with ease

- Partners appropriately with the communications CoE. the other HR functions as well as with Business leaders.

- Proven experience and exposure in handling sensitive employee relations and dismissal situations

- Supports and drives general large-scale HR initiatives and employee life cycle events

- Leads projects and contributes to country level, global and enterprise initiatives

- Well organized and disciplined with regard to the application of HR policy, procedures and standards.

- The ability to set priorities and be flexible in a changing environment.

- Hands on individual and who could deal with ambiguity in the modern VUCA world

- A good team player with the ability to work on own initiative.

- Ability to represent HR team in BU leadership forum

Key Skills:

- Excellent communication skills: Written and Verbal in English

- Strong project management skills; adept at setting goals and delivering results against project plans and to deadlines across businesses, geographies and disciplines in a dynamic environment with responsibility for supporting multiple projects simultaneously.

- Basic Supervisory knowledge and skills.

- Provide subject matter expertise and responsiveness to inquiries received to ensure a high satisfaction level.

- Able to explain difficult concepts and influence without authority.

- Demonstrate effective teamwork.

- Display a willingness to collaborate with team members in driving progress and be proactive to solicit assistance.

Desirable:

- Post graduate degree in Human Resource Management

- Psycho-metric tests knowledge/certification

Behavioral Competencies:

- Focusing on Customers

- Driven to Deliver

- Collaborating across Boundaries

- Championing Innovation

- Skilled Influencer

Professional Experience : 10 to 15 years of work experience with at least 5-6 years in a related role in large, diverse teams in a global business

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