Human Resources Business Partner

About the Role:

As an HR Business Partner (HRBP), you will play a key role in aligning business objectives with employees and management across designated business units. This position involves forming strategic partnerships within the HR function to provide value-added services to both management and employees, ensuring these services align with the organization's overall business objectives. The HRBP must maintain a strong understanding of the business's current and future needs, mid-term plans, cultural dynamics, and competitive landscape.

Key Responsibilities:

• Works closely with Business Head, HR CoE teams employees, to drive business outcomes by understanding the business goals and challenges, aligning HR practices accordingly.
• Improve work relationships, build morale, and increase productivity and retention.
• Analyzes trends and metrics in partnership with the HR group to develop solutions, programs and policies.
• Manages and resolves complex employee relations issues. Conducts effective, thorough and objective investigations.
• Provides day-to-day performance management guidance for line management (e.g., coaching, counseling, career development actions).
• Identifies training needs for business units and individual executive coaching needs.
• Participate in evaluation and monitoring of training programs to ensure success. Follow up to ensure training objectives are met.
• Manage the annual compensation / performance management (PMS) planning process, including salary reviews, incentive programs, and bonus structures.
• Analyze compensation data and market trends to make data-driven recommendations for salary adjustments and rewards.
• Build High Talent Density by collaborating with business leaders to understand their talent needs and growth plans. Identify key positions and critical talent within the organization
• Develop and implement succession planning strategies to fill talent gaps and build a pipeline of future leaders.
• Create individual development plans for high-potential employees to groom them for leadership roles.
• Utilize data analytics to provide strategic insights and recommendations to drive HR and business decisions.
• Leading change management initiatives to ensure smooth transitions and facilitate effective communication across all levels of the organization
• Partner with the Talent Management team to provide targeted executive coaching and leadership development programs for senior leaders and key talent within the organization.
• Collaborate with the Talent Acquisition team to strengthen the organization's employer brand and EVP, ensuring alignment with the company culture and values to attract top talent.