HR BUSINESS PARTNER

Key Accountabilities / How You Will Spend Your Days

Influence & drive talent strategies to impact business outcomes.

Lead key talent transformation/change initiatives that have the highest business impact. Partner with key business stakeholders to drive the highest organizational effectiveness.

Successfully execute talent strategies across Workforce Planning, Learning & Development, and Leadership roles for the future (e.g. workforce strategy, best cost site, competencies).

Own, drive, advise, and coach business through the annual talent processes around performance, total rewards, promotions, bonus, annual pay, talent assessment & development, succession planning, engagement, etc.

Leverage HR analytics to advise business leaders on key people metrics such as retention, total rewards, engagement, and diversity-related outcomes.

Collaborate with HR peers to innovate and design solutions for functional challenges.

Drive people-related initiatives with your communication, coaching, and influencing skills, and offer thought-leadership regarding organizational/people-related strategy and execution.

Implement performance and reporting measures, regularly synchronizing with internal stakeholders to identify gaps and opportunities.

Serve as a single point of accountability for escalations ensuring better employee experience.

Partner closely with CoEs and HR ops teams to deliver high-value service, address and manage employee relations matters, and work to resolve them through a systematic approach, adhering to company policies, local employment laws, and best practices.

Proactively develop relationships across the organization that can be leveraged to drive HR’s agenda and deliverables

Technical Knowledge and Skills :

• Bachelor’s / Master’s degree in management
• 10 – 12 years of relevant experience in HRBP
• Experience in supporting an organization that is experiencing global growth.
• Experience in organizational design, succession planning, workforce planning, performance management, talent acquisition, learning and development, talent management, data analysis, and diversity and inclusion.
• High levels of business acumen and insight (including knowledge of various strategic, financial, and operational business models).
• End to end HR core processes knowledge