The HRBP is responsible for aligning business objectives with employees and managing in designated business units. The position formulates partnerships across the HR function to deliver value-added service to management and employees that reflects the business objectives of the organization.

Principle Accountabilities:

HR Initiatives & Strategy

• Strategic Alignment: Collaborate with leadership to support the implementation of People Group Strategies and initiatives aligned with the overall business strategy.
• Business Partnership: Act as a strategic HR Business Partner, fostering alignment between HR and business to deliver the strategic goals.
• Organizational Structure: Challenge and evaluate the organizational structure of internal teams, proposing necessary changes when needed. All the Organization charts are to be updated always with monthly basis.
• Strategic Partnering: Contribute to and assist in implementing the People Group Strategy, working closely with all the stakeholders. Provide workforce insights, data analysis, and recommendations to support strategic decisions. Participate in leadership meetings to ensure HR considerations are embedded in business planning

HR Operations and Employee Life Cycle:

• Cross-Functional Collaboration: Collaborate closely with both external and internal cross functional team to ensure the seamless delivery of services throughout the employee life cycle.
• Process Management: Support, implement, and oversee HR processes by coordination with respective functional heads, including hiring, transfer, performance review, health & safety, P&P, and exit procedures.
• Payroll support: In collaboration with the payroll team, to ensure data accuracy for new hires, departures, transfer, and any other support.
• Onboarding and Offboarding: Perform and enhance onboarding and offboarding processes, including recruitment and exit interviews, and conduct HR inductions for new hires.

Engagement, Enablement, and Culture-Building:

• Engagement and Enablement Initiatives: Collaborate with Employer Branding Team to support engagement and enablement initiatives that foster a positive and inclusive workplace culture.
• Teamwork and Collaboration: Promote teamwork and collaboration by sharing insights and best practices from various functions within the organization. Encourage the exchange of ideas and knowledge to strengthen the culture of continuous improvement.
• Stakeholder Relationship Building: Build and nurture strong business relationships with stakeholders, acting as a single point of contact for respective group. Facilitate communication and collaboration to ensure alignment with the organization's values and goals.
• Cultural Best Practices: Contribute to shaping a workplace culture that emphasizes respect, diversity, inclusion, and innovation, aligning it with the organization's values and vision. Support initiatives to create a Great Place to Work, fostering fairness, trust, and empowerment.

Performance & Talent Management

• Talent Management and Succession Planning: Actively participate in talent management and succession planning activities/exercises. Identify potential talent, track their development, and ensure a robust workforce pool for future sustainability. Monitor talent pipeline health and support leadership development initiatives.
• Performance Improvement: Provide guidance to line managers in effectively managing poor performers and addressing disciplinary issues. Act as a driver for performance improvement, facilitating discussions with the management team to find the best solutions.
• Learning & Organization Development (L&OD): Collaborate with L&OD teams to support the delivery of training programs that align with organizational goals and employee development needs. Ensure that employees have access to relevant learning opportunities that enhance their skills and knowledge. Conduct engagement surveys, analyze results, and lead follow-up action planning.
• Organizational Effectiveness & Change Management: Partner with leaders to manage organizational change, ensuring communication, adoption, and minimal disruption. Assess team structures, roles, and processes to drive operational efficiency. Support business transformation projects in respective group.

HR Reporting and Compliance:

• Performance Metrics: Provide quarterly reports out to the Leadership team and CXOs, presenting PG KPIs which are recruitment activities, attrition rates, training, succession planning, and other relevant reports as required.
• Legal Compliance: Ensure compliance with statutory regulations pertaining to Labour Laws, COC, and all HR Policies following all legal requirements and timelines.
• Employee Relations & Compliance: Provide guidance on employee relations, policy interpretation, and disciplinary matters. Ensure compliance with House Rules, safety standards, and internal policies. Mitigate people-related risks in safety, reputation, leadership, and culture.

Education & Experience:

• Bachelor’s degree in Human Resources, Business Administration, or a related field
• Professional certifications which are HR relatives are an advantage.

Experience

• HR Experience: 5-7 years of progressive HR experience is expected. Candidates should have a strong foundation in various HR functions 
• Business Acumen: HRBPs need a deep understanding of the organization's industry, business goals, and competitive landscape. Prior experience working closely with business leaders and understanding their needs is critical.
• Strategic HR Experience: Demonstrated experience in developing and executing HR strategies that align with business objectives is essential. HRBPs should have a track record of driving organizational change and improvement.
• Leadership and Team Management: Experience in managing HR teams or leading HR projects is valuable. HRBPs often need to lead cross-functional teams and influence stakeholders at various levels of the organization.
• Employee Relations and Conflict Resolution: Strong employee relations and conflict resolution skills are crucial for managing HR issues effectively. Experience in handling complex employee relations matters is beneficial.
• Communication and Influencing Skills: Strong interpersonal, communication, and influencing skills are necessary for building relationships with business leaders and effectively conveying HR strategies and recommendations.
• Microsoft Office Suite: Proficiency in Microsoft Office applications, including Word, Excel, PowerPoint, and Outlook, is essential for HR professionals. 

Skills & Competencies:

Functional & Technical

• Workforce Planning & Analytics
• Talent Management & Succession Planning
• Change Management
• Employee Relations & Compliance
• Organizational Development

Leadership

• Strategic Thinking
• Influencing & Stakeholder Management
• Decision Making
• Problem Solving
• Change Leadership

Soft Skills

• Communication & Interpersonal Skills
• Collaboration & Teamwork
• Resilience & Adaptability
• Proactive & Data-Driven Mindset