Manager and HRBP

1. 
   

   Job Purpose 

   
   

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  Partner with the Lead –HRBP on priorities pertaining to employee relations, talent management, employee engagement, and change management 

  
  

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  Enhancing employee engagement and facilitating the implementation of HR policies that contribute to the efficient and effective functioning of business supported. By focusing on talent management, performance optimization, and employee satisfaction. 

  
  

2. 
   

   Key Accountabilities 

   
   

Business Partnering 

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  Collaborate with the Lead– HRBP to execute strategic plans for effective internal stakeholder communications, engagement initiatives, and project strategies aligned with the company's vision and goals. 

  
  

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  Execute strategic plans for talent acquisition, retention, and development specific to the business supported to ensure alignment with organizational objectives. 

  
  

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  Work closely with the business teams to understand their business needs and provide HR solutions that support operational efficiency and effectiveness. 

  
  

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  Execution of HR strategies and tactics for the business supported, using data analytics to maximize workforce productivity and achieve budget targets. 

  
  

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  Implement workforce planning strategies to address current and future talent needs in the business supported. 

  
  

Employee Relations and Engagement: 

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  Foster a positive employee relations environment within the business supported, assisting resolution of employee concerns, conflicts, and grievances. 

  
  

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  Develop and implement employee engagement initiatives to enhance the overall employee experience. 

  
  

Talent Management  

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  Collaborate with Lead- HRBP to identify key talents, high-potential employees, and succession planning strategies. 

  
  

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  Implement talent development programs to ensure a continuous pipeline of skilled and engaged employees in the business supported. 

  
  

Compliance and Policy Adherence: 

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  Ensure compliance with HR policies, procedures, and legal requirements within the business. 

  
  

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  Provide guidance to business leaders on HR-related compliance matters and best practices. 

  
  

Employee Engagement Initiatives: 

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  Assist in driving engagement strategies and initiatives, supporting culture building within the business unit. 

  
  

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  Collaborate with managers to create a positive work environment where employees feel valued, supported, and motivated. 

  
  

HR Service Delivery: 

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  Coordinate with local HR service delivery to ensure compliance, risk mitigation, and operational efficiency within the business unit. 

  
  

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  Facilitate HR communications and provide support for escalated employee inquiries, offering feedback on HR policies, processes, and programs to enhance overall effectiveness. 

  
  

Performance Management: 

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  Assist in driving the Performance Management System (PMS) processes, ensuring adherence to timelines and handling grievances related to performance ratings. 

  
  

Learning and Development: 

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  Collaborate with Learning & Development Teams to communicate business-specific training requirements and support people development across functions. 

  
  

Change Management: 

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  Support organizational change initiatives, providing guidance and support to employees during transitions. 

  
  

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  Assist in implementing restructuring plans as needed to optimize organizational efficiency and effectiveness. 

  
  

Any other additional responsibility could be assigned to the role holder from time to time as a standalone project or regular work. The same would be suitably represented in the Primary responsibilities and agreed between the incumbent, reporting officer and HR. 

3. 
   

   Skills/Qualities Required  

   
   

4. 
   

   Key Performance Indicators 

   
   

5. 
   

   Key Interfaces 

   
   

6. 
   

   Educational and Experience Requirements