Manager - Human Resources

As HRBP, you’ll be a key member of the India HR team. You will report to the VP of Human Resources and will work closely with HR teams across India and the US. You partner with concerned business leaders and teams to support designated business units with end-to-end HR business support. The role requires working on the entire employee lifecycle including, but not limited to Strategic Initiatives Support, Developing and Implementing HR Best Practices & Processes, recruitment & Onboarding, HR Operations, Employee Grievances, Compensation and Benefits, Performance Management System, Process and Tool Transitions, HR Audits, Employee Engagement, Employee Separation, Employee Retention, Special Projects assigned time to time and HR Reports. The HR Business Partner collaborates with the business’s leadership team to foster and promote the engagement of the business’s core values at all levels.

Essential Duties and Responsibilities

• The HR Business Partner works on process improvements, developing new processes and procedures, and facilitates effective implementation of new people management initiatives in designated business units and levels of the business as appropriate.
• Partner with designated business unit leaders and managers in the design and implementation of organizational strategies and solutions, including acquisition, onboarding, policies and procedures, performance management, compensation and benefits, reward and recognition, HR audits, employee development, training, documentation, employee engagement, and related cross-functional responsibilities.
• The HR Business Partner also plays a role in designing, developing, and executing full-cycle recruitment plans and talent sourcing strategies that guarantee the attraction, selection, and successful recruitment of potential talent. The role requires close monitoring of direct reports and extensive coordination with the HR Team and business stakeholders across India and the US.
• The HR Business Partner also partners with designated business unit stakeholders in ensuring that the best practices are being adopted for operational activities, ensuring the delivery of projects as required as well as ensuring that key deliverables are met within the specified timelines.
• The HR business partner will be responsible for configuring the tool, setting up, training, and managing the completion of end-to-end quarterly and annual performance management reviews of employees for the designated business units. Familiarity with Competency Mapping and Assessment, Succession planning, and IDPs would be an advantage.
• The HR Business Partner has an analytical role in data analysis and reports related to hiring updates (Daily/Weekly/ Monthly & Quarterly), status update reports on HR operations and people metrics, for example - Employee Turnover, etc. The role requires reviewing and improving the existing report templates and developing complex reports in simplified & comprehensive understandable formats.
• Develop and maintain strong relationships with the stakeholders, including leaders, managers, and employees across the organization.
• Active participation in daily/weekly/monthly & quarterly meetings with respective business unit stakeholders, Managers, and associated teams. Prepare and share the items discussed in the form of MOM updates within the team to build action plans to address and resolve all concerns raised efficiently.
• Review & improve or create a policy on setting up the standard process for managing Employee Issues within a quick turnaround. Manages and resolves complex employee relations issues effectively.
• Participates and provides inputs on business unit restructuring, workforce planning, and succession planning. Acts as a mentor to the team and employees, wherever required.
• Maintaining employee personal data, documents, performance records, professional employment history, and other employee records on employee self-service tool along with physical files. Strong focus on managing process-oriented timely documentation.
• Managing and monitoring attendance and leave management, strong understanding of employee salaries, deductions, reimbursements, and bonus payouts. Address and ensure timely resolution of employee queries related to payroll, attendance, leaves, deductions, bonus pay-outs, and other compensation-linked concerns.
• Familiarity with working on software tools used by the HR Team viz. ESS, PMS, ATS, TLM, JIRA etc. would be preferable.
• Strong experience handling the entire employee separation and exit formalities per the applicable standard policies. The role is expected to create or review the existing procedure of effective employee separation.
• Prior experience with payroll, associated compliances, maintaining various statutory registers, knowledge of returns, and managing HR audits would be an asset.
• Experience with the design and delivery of behavioral training, facilitating certification workshops and supporting skills enhancement activities to ensure successful professional development across the company.
• Analytical approach, multi-tasking ability with a tough head on the shoulders, and a positive attitude to meet the company’s expectations.

Knowledge, Skills, Education, and Experience:

• MBA or equivalent in Human Resources with a strategic mindset
• Minimum 6-8 years of experience in an HR Generalist role working in a fast-paced IT/ITES company.
• Should have prior strong experience partnering with Recruitment & handling the HRBP role for the IT/ ITES Industry.
• Strong Communication Skills including excellent verbal and written communication.
• Analytical skills with a technical bent of mind along with expertise on MS Excel
• Determined and Out of the Box thinker.
• Ability to work under pressure while resolving critical issues and escalating them to the next level depending on the need.