HR Business Partner

PeopleStrong HR Services Pvt. Ltd.
  • Mumbai
  • 12-17 lakh
  • 9-12 years
  • Views
  • 16 Jan 2017

  • HR/ Human Resources

  • Automobile/ Auto Components
Job Description

1. HR Strategy
Partner with the unit management team for finalisation of business plan
Establish and develop a relationship with senior management to understand the key resource issues and associated requirements to meet both current and future organisational challenges
Translate business requirements into effective HR practices in the unit, Identify and address the HR implications of business plans, delivering people solutions aligned to business objectives
Implement key companywide HR initiatives as interface between HR COE and the business in the respective unit
Orient and educate managers (and employees through managers) about the company policies and procedures, applying them fairly and consistently across the unit


2. Organisational Structure
Provide leaders with structural diagnosis through identification of the root causes of organizational performance issues. (Challenge the organizational structure of the unit; client and propose changes)
Provide tools that measure the current internal and external environment, offer knowledge of various organizational structures, including the pros and cons associated with each structure.
Support leaders to align their organizational structure decisions to short-term and long-term organizational objectives
Maintain and update role clarity documents for each position in the unit
Facilitate role discussions and goal setting discussions between managers and employees regularly
Educate managers and employees on key aspects of performance management (goal planning, goal audit, result documentation and performance discussion areas)

3. Staffing & Productivity
Identify critical staffing issues and implications along with the leadership team of the unit
Guide managers in the optimum utilization and deployment of resources across the unit including monitoring of the various categories of employees working in the unit.
Define staffing gaps and surpluses along with critical requirements
Collaboration with COE to develop a resourcing strategy and innovative, timely and cost effective best practice solutions to enable the organization to meet its objectives.
Implement/execute the resourcing plan
Act as a custodian of various HR metrics like attrition analysis, productivity trends, performance metrics etc.

4. Capability Enhancement
Facilitate process for identification of capability gaps in each functional and managerial area
Plan development strategies along with the COE team
Guide managers in facilitating completion of individual development plan for identified/target employees
Drive implementation of approved development plan for the unit

5. Culture building
Counsel/guide managers in practicing values/code of conduct and facilitate process to take this to the employees
Plan and motivate employee participation in unit specific engagement activities (eg : community engagement, learning, ideation/innovation, recognition initiatives etc..)

6. General
Plan and drive implementation of organizational change initiative
Provide input and feedback to the COE teams on HR processes (e.g., key requirements and opportunities to improve effectiveness )
Monitor the implementation of COE agenda in line with the local requirements and in consultation with the local stakeholders
Manage employee voice and escalations, diagnose trends to proactively implement solutions
Technical/ Functional competencies:
Business Understanding
Good communication/negotiation skills
HR Analytics
Functional Excellence
Ability to think and act with a strategic perspective
Understanding of the strategic staffing/workforce planning/capability development process and its objectives
Creative problem-solving skills


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