HR Partner

DESCRIPTION

Our HR Partners are known for their knowledge of HR programs, processes and tools. They act as HR consultant to clients (mainly front line people managers) to create a positive employee experience, offering consistent HR advice on people matters. They operate and are seen as subject matter experts, having sound knowledge in company and local programs, processes and policies, offering a strong and compelling point of view around HR related matters, thus building credibility. They are committed to collaboration with multiple HR Business Partners, HR specialists and people managers across the various businesses. A key area of focus for the HRP is to increase manager capability, which should enable them to be more self-sufficient and drive manager education on important people programs, policies, tools and processes. Whilst doing this, the HRPs are continuously raising the bar on harmonizing practice across a geography and sharing best practices.

The HRP Lead will act as an influential partner in helping managers with talent management processes, performance management and people development. Thanks to their visibility across businesses and their access to data on managers and employees’ requests, HRPs are in a position to spot trends, identify emerging needs, and address them with innovative people programs, tools and processes.

The HRP Lead will also be responsible to manage mid to complex employee investigations, understand employment contractual obligation and liaise with Legal compliance to implement any changes.

Finally, a team of some L4 HR Partners will report into this position. Thus, making it important for the HRP Lead to guide, mentor the team, manage performance, focus on team’s development and be responsible to set the right mechanisms for delivery by the team.

Key job responsibilities

Performance Management

• Manage the end to end process of performance management
• Provide expert guidance and support to managers who have identified low performance in their teams to ensure employees are managed fairly and effectively
• Analyze data and trends on performance management, in order to provide input to the business or HRBP, preventing the recurrence of known issues

Talent Management

• Coach, train and guide managers during the annual talent management process
• Support people managers with career conversations, Development Plans/Career Growth Plans and other development initiatives

Employee Relations

• Maintain the fair and consistent treatment of employees by conducting investigations and disciplinary actions where complaints of misconduct arise
• Log and report all cases via internal tool
• Consult with the ER and Legal departments and HRBP where needed

Recruitment / On-boarding

• Support the design, delivery and improvement of our onboarding proposition and programs in order to guarantee a positive Day 1 employee experience
• Act as the SME on HR processes and compliance

Policies and Practices

• Consult managers on people matters that require in depth knowledge of policies, procedures and local legislation
• Partner with HR Services (HRS) to ensure that people transactions are processed timely and processes are continuously reviewed, improved and streamlined
• Analyze data and observations, highlighting trends and recommending/driving solutions, as appropriate

About The Team

Our HR Partners are known for their knowledge of HR programs, processes and tools. They act as HR consultant to clients (mainly front line people managers) to create a positive employee experience, offering consistent HR advice on people matters. They operate and are seen as subject matter experts, having sound knowledge in company and local programs, processes and policies, offering a strong and compelling point of view around HR related matters, thus building credibility. They are committed to collaboration with multiple HR Business Partners, HR specialists and people managers across the various businesses. A key area of focus for the HRP is to increase manager capability, which should enable them to be more self-sufficient and drive manager education on important people programs, policies, tools and processes. Whilst doing this, the HRPs are continuously raising the bar on harmonizing practice across a geography and sharing best practices.

Basic Qualifications

• Strong business and HR acumen, including strong problem solving skills, critical thinking, and self-initiative
• Proven understanding of the role and functions of a human resource office within a corporate operations structure
• Exposure to talent analytics
• Ability to create reports and analyze employee metrics
• Demonstrated ability to coach managers and supervisors to use company best practices for maximum effectiveness
• Excellent written, verbal communication, interpersonal skills; high quality document and report preparation
• Proven ability to successfully work as a team member and to build and maintain a positive work environment across the network

Preferred Qualifications

• Master’s Degree in Human Resources with about 6-12 years’ relevant work experience.
• Proven skill in the operation and utilization software such as Microsoft Word for Windows, Excel, etc.
• Able to travel, as appropriate
• Experience in the development and administration of HR compensation plans
• Ability to analyze organization and individual needs and create the most cost-effective package to meet them
• Proven ability to use initiative in carrying out tasks
• Proven ability to prioritize tasks and to organize workload to assure that short timelines are met while having frequent interruptions

Company – ADCI HYD 16 SEZ

Job ID: A1756111