Act as an HR interface with the business community, responsible for leading and supporting the transformation people agenda for the Business
Work with the HRBP Leader / leadership team to drive a people agenda/planning which underpins and supports the delivery of the business goals and drives employee engagement
Understand 's strategic direction, the business and competitive landscapes, and relevant business strategies.
Contribute to the development of global and local initiatives within the People Plan.
Continually challenge the effectiveness of the Business and people, and propose improvements
Drive the HR agenda within the Business, ensuring that all people managers are equipped and able to deliver against the annual recurring people management requirements
Proactively manage the HR Business Partner supplier interfaces to ensure a seamless experience for Leaders, People Managers and Employees
Identify training needs and coordinate with the L&D team for construction of appropriate modules.
Employee separation process and exit interviews to formulate attrition mitigation plans.
Collate reports based on regular Focus group sessions, One on One and skip level meetings. Propose strategic changes and channelize change management within the organization
Conduct dipstick surveys to understand the pulse of the unit and construct action plans to address concerns.
Periodic meetings with senior management and team managers to understand the team issues and design plans for corrective actions.
Routine management of employee issues including disciplinary matters, grievance handling, change management and counseling.
Policy Awareness Sessions to educate and empower the employees.
5-9 years of overall experience, at least 5+ years in HR.
MBA (HR), preferably from a reputed organisation
Experience in Call center operations in a Business Partner role.
A thorough understanding of the subject, and able to apply their experience, knowledge and skills to a range of different and complex situations and relationships.
Strategic planning processes and tools, linking business strategy to people and HR strategies, and the link between employee engagement and business performance.
The Communication & Involvement touchpoint and its relationship with other touchpoints.
Judgement, Impact and Influence
Effective judgement, impact and influencing techniques, and own style.
The consulting cycle, the different roles in the model, and effective interventions to provide services to customers, and maintain effective partnerships.
Communication and relationship management
Effective communication styles and techniques, to shape and influence others behavior
Tools and techniques to build and sustain effective and mutually beneficial relationships and networks with others.