HR Business Partner

Roles and Responsibilities

HR Business Partner Partnering with business stakeholders, talent acquisition and L&D team to drive people practices aligned with business objectives

Enabling line managers for effective people management, providing guidance with respect to people issues, policy and process implementation

Liaising with business teams, line managers and employees to deliver improvements on the employee survey scores

Facilitating talent identification and succession planning, ensuring a talent pipeline for key roles through IJP process

Connecting with employees through Day with HR and working towards building employee connect, identifying people issues and thereby support in creating engaged workforce & controlled attrition

Key stakeholder in driving rewards and recognition & employee engagement activities

Responsible for leading end to end performance management discussion

Identify focus areas of improvement in business landscape and workforce capacity and advise business teams accordingly

Manage team sizing, alignment and succession planning

Manage evaluation and resolution of disciplinary cases, grievances, PIP and absence management

Collaborate with business heads to design sustainable store operations, retention strategies and workforce planning that aligns with business strategy

HR Operations & Strategy Management:

Developing, maintaining & delivering a comprehensive HR Strategy that integrates and is aligned with the organization business objectives

Strategic advisor on HR Matters like SOPs, Employee Relations, Grievance.

Ensure appropriate controls are in place and managed effectively for all critical HR processes.

Work in coordination with Business Heads in implementing HR Key imperatives and leveraging best practises.

Committee Member of Prevention of Sexual Harassment Committee.

Ensure adherence to statutory Compliances.

Lead and participate in HR projects and maintain HR MIS.

Drive initiatives on Equal opportunities, diversity and inclusion.

Facilitate organizational changes: Risk Identification and develop action plans to ensure the change succeeds.

Building Organization Culture:

Planning, Budgeting and executing Employee Engagement activities based on defined engagement objectives like corporate wellness, Reward & Recognition and Meet & Greet sessions.

Take Strategic initiatives in organization branding e.g. Corporate branding in LinkedIn, Leading employee events such as Quarterly meetings & Events, Employee Appreciations, Town Halls & other Internal communication.

Managing organization culture including Relationship Management, Mental Wellness, Compassion Circles, Happiness quotient to facilitate improvements & high satisfaction at associate level.

Drive Associate satisfaction surveys including 360 Surveys, 30-60-90 Survey, Great place to work and prepare employee engagement action plan.

Measure Activities against the ASI & CSR (Corporate Social Responsibility) action plan.

Performance Management & Organisation Development:

Performance Administration of entire Appraisal process including Goal settings Half Yearly & Annual Appraisals.

Managing Promotion Process.

Assessment Centres Drive assessments Pan India across levels and assess Senior Management level.

Developing Talent for higher level responsibilities including Succession planning and Talent Pipeline Management.

Talent Management:

Develop Human Capital Excellence to attract, motivate, reward and retain top quality talent Pan India.

Strategic Human Resource planning & headcount Standardization to maintain 100 % Manpower availability considering the attrition rate, employee movements Pan India.

Support Individual development programs such as Hipot.

Drive Coaching & Mentorship Programmes across levels, performance enhancement and career progression across levels.