|Min 13 years of Experience in Business HR Partner in BFSI Domain
The HR business partner would work closely with the senior leaders in order to develop an HR agenda that closely supports the overall aims of the organisation.
The incumbent should be totally people-focused and see the value in aligning agendas toward a common goal. The incumbent should be seen as an important partner in the process as a progressive way to connect the HR department to other functions
Develop strategies based on actual business needs which requires involvement of HR at a senior level and early stage in the business planning process. Planning the organisation's workforce strategy with potentially serious consequences on the achievability of the overall business strategy.
Contribute to issues of developing workforce capabilities looking to the future to ensure adding strategic value to the business. This includes things such as workforce planning, succession planning, workforce development, training needs assessment and skills gap analysis.
Bringing business understanding and experience that has credibility at a senior management level. Strong collaborative relationships need to be established with the senior management team and key line managers around the business
Consider ways to communicate in a more engaging way and consult more visibly with line management.
INR 25,00,000 - 30,00,000 P.A. other
HR/ Recruitment / IR
HR Business Partner
Business Partnerchannel developmentC&BTalent MgtPerformance ManagementEmployee RelationsGrievance Redrelabour laws and statutory requirements
Desired Candidate Profile
PG - MBA/PGDM - HR/Industrial Relations
The Business Partner must be strategic. The Business Partner should be focused on his/her customer the business leader the incumbent would be supporting employees and managers.
The Business Partner is to own the outcomes with the business. The Business Partner should have a point of view. The Business Partner need to ensure day-to-day HR operations are working. The Business Partner should be engaged in conversations about the business including people issues The Business Partner should be strong on data and analytics, ensure the business makes fact-based decisions on people issues and are innovative.
The Job includes activities like leading workforce planning for the business unit, and partnering to resolve people issues and challenges within the business. The Business Partner should ensure rollout of the HR programs within the business succession management, talent assessment, performance management, etc. He/She would help implement parts of the new HR model and encourage HR staff and stakeholders to use the model the way it is designed. Support large-scale organizational changes by leading change management processes.