Aufgaben
- The Human Resources Business Partner role contributes to the company’s performance by providing tactical and strategic consulting on people and organization development strategies in support of the business objectives.
- Performs HR-related duties at the professional level while supporting more than one functional group.
- Will carry out responsibilities in the following functional areas: talent acquisition; employee relations consultation; policy interpretation and application, performance and compensation management consultation; and talent management consultation.
- May carry out additional responsibilities including organizational design; employee development initiatives and training.
Qualifications: (those required to do this job effectively):
Education
Master’s Degree in HR or related field.
1 – 5 Years of Experience
Experience
Areas of Work: Talent Retention, Development and Engagement, Employee Life Cycle, Performance Management.
Specific Knowledge:
- Strong interpersonal and administrative skills.
- Organized, result & delivery oriented.
- Excellent Communication skills
- People Management Skills
- Problem solving and analytical skills
- Change management skills
- Ability to coach and provide feedback to leaders at all level
- Ability to handle grievances at all levels of the organization and escalate as appropriate
- Extensive stakeholder management.
Main Task Description
(Include key result areas of the position)
Time Spent
(in %)
1. 1
Assigned Business specific activities
- Be a strategic and operational partner to the leadership team.
- Ensure operational excellence towards HR ops focusing on the employee life cycle.
- Foster a diverse, open, transparent, culture and be the lead for change management.
- Responsible to manage employee grievances and violations including disciplinary actions whenever required.
- Execute the end-to-end performance management process in collaboration with Managers, Leadership & C&B Team.
- Manage stakeholder expectations and ensure regular connects
- Manage processes associated with career development – Goal Setting, Internal Job rotation, Performance Enhancement Program.
- Monthly reporting of HR dashboards and any adhoc business requirements of HR Metrics.
- Responsible for driving the employee engagement survey action items in collaboration with leadership team.
50%
HR Center of Excellence
- Curate customized solutions and programs aligned to business and HR objectives.
- Curate programs focusing on Talent Engagement, Retention and Development.
- Collaborate with Center of Excellence for co-creation and execution of business solutions.
- Guide team and managers issues related to compliance, performance, behavior of the employees and provide support to HODs and Managers.
- Drive initiatives focused on Diversity & Inclusion at department level
- Participating in the assessment centers scheduled at leadership level.
30%
Initiatives
- Participate in company-wide initiatives- Employer Branding, MB Stars, Events, and Engagement Initiatives.
- Support the leadership team to drive the department-level strategic meetings.
- Manage the budget allocated for employee engagement, rewards and recognition related activities.
10%
Compliance
- Responsible for ensuring employees adheres to company and legal standards and in-house policies.
- Relevant knowledge about the process and compliances impacting the business and company.
10%
Qualifikationen
- The Human Resources Business Partner role contributes to the company’s performance by providing tactical and strategic consulting on people and organization development strategies in support of the business objectives.
- Performs HR-related duties at the professional level while supporting more than one functional group.
- Will carry out responsibilities in the following functional areas: talent acquisition; employee relations consultation; policy interpretation and application, performance and compensation management consultation; and talent management consultation.
- May carry out additional responsibilities including organizational design; employee development initiatives and training.
Qualifications: (those required to do this job effectively):
Education
Master’s Degree in HR or related field.
1 – 5 Years of Experience
Experience
Areas of Work: Talent Retention, Development and Engagement, Employee Life Cycle, Performance Management.
Specific Knowledge:
- Strong interpersonal and administrative skills.
- Organized, result & delivery oriented.
- Excellent Communication skills
- People Management Skills
- Problem solving and analytical skills
- Change management skills
- Ability to coach and provide feedback to leaders at all level
- Ability to handle grievances at all levels of the organization and escalate as appropriate
- Extensive stakeholder management.
Main Task Description
(Include key result areas of the position)
Time Spent
(in %)
1. 1
Assigned Business specific activities
- Be a strategic and operational partner to the leadership team.
- Ensure operational excellence towards HR ops focusing on the employee life cycle.
- Foster a diverse, open, transparent, culture and be the lead for change management.
- Responsible to manage employee grievances and violations including disciplinary actions whenever required.
- Execute the end-to-end performance management process in collaboration with Managers, Leadership & C&B Team.
- Manage stakeholder expectations and ensure regular connects
- Manage processes associated with career development – Goal Setting, Internal Job rotation, Performance Enhancement Program.
- Monthly reporting of HR dashboards and any adhoc business requirements of HR Metrics.
- Responsible for driving the employee engagement survey action items in collaboration with leadership team.
50%
HR Center of Excellence
- Curate customized solutions and programs aligned to business and HR objectives.
- Curate programs focusing on Talent Engagement, Retention and Development.
- Collaborate with Center of Excellence for co-creation and execution of business solutions.
- Guide team and managers issues related to compliance, performance, behavior of the employees and provide support to HODs and Managers.
- Drive initiatives focused on Diversity & Inclusion at department level
- Participating in the assessment centers scheduled at leadership level.
30%
Initiatives
- Participate in company-wide initiatives- Employer Branding, MB Stars, Events, and Engagement Initiatives.
- Support the leadership team to drive the department-level strategic meetings.
- Manage the budget allocated for employee engagement, rewards and recognition related activities.
10%
Compliance
- Responsible for ensuring employees adheres to company and legal standards and in-house policies.
- Relevant knowledge about the process and compliances impacting the business and company.
10%
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