Manager/Senior manager HRBP - Mumbai

Job Description:

Overview:

The HR Business Partner (HRBP) is an internal consultant providing an enabling business support role. The HRBP is a trusted partner and has a seat at the leadership table working on medium to longer term objectives. In this role, the HRBP will provide the support and functional expertise that drives productivity and results across a variety of our Practice areas. The HRBP will handle generalist responsibilities including onboarding of new employees, employee relations, training and development, performance & talent management, recruitment oversight, people metrics/reporting, partnering with line management on HR and business needs and special projects. The HRBP will also work closely with the Head of Human Resources to create and drive talent and business strategy across the Practice areas.

Purpose of the role:

• Responsible for leading the professional area; bringing evidence-based practice into the organization and addressing the people challenges for their area of expertise
• Support organization effectiveness by developing and implementing solutions aligned to strategy;
• Lead the HR vision, including role modeling great personal and team leadership and taking an active role in ensuring the HR Operating Model is embedded successfully.

Job Role:

• Ensure on boarding formalities are completed with our background verification team co-ordination
• Use and understand TC People tools and policies, engaging with Divisional clients effectively to ensure their use across the organization.
• Use data and analytics to measure the effectiveness of tools and policies and understand the landscape for further improvement.
• Provide expert input across a range of HR issues (generalist / specific expertise); Design and deliver high impact solutions that meet the needs of the business.
• Conduct Exit Interviews and ensure F&F settlement as per the norms.

• Design and Conduct employee engagement activities and ensure that employees participate in it.
• Ensure handling of transfer process with zero escalation.
• Ensure submission of HR dashboard and design its templates.
• Co-ordinate with CHR teams across to ensure the effective execution of all the process handled in the respective business areas.
• Drive the annual performance and planning and review (KYP) process, including calibration of talent across a variety of different business groups, maintaining status on the online system.
• Develop, implement, and facilitate training and development initiatives to meet the specific business needs of the organization.
• Handle the Employee Grievances and maintain attrition rate by one to one conversation with the employees.
• Participate and contribute during Disciplinary / Legal action processes as per requirement.
• Drive the business and organizational strategy across units and work extensively on succession planning.
• Partner with hiring managers to assess talent needs and strategy to meet those talent needs with both internal and external recruiting efforts.
• Generate a variety of reports as requested by HR, Finance, and other business leaders.
• Process and maintain organization and employee updates on HRMS to ensure that reporting structures/job titles/cost centers/etc. are correct and current.
• Analyze Human Resources key metrics (turnover, exit interviews, days to fill positions, cost per hire) and utilize data for process improvements.
• Partner with management to prepare and maintain job descriptions for each position.
• Answer general HR questions and resolves issues in a timely manner.
• Participate in relevant projects, leading and championing as appropriate (divisional and/or pan-TCIL) the TCIL’s reputation as a world class organisation and employer of choice.
• Keep up to date with external trends and best practice in the areas of expertise and HR more broadly.
• Continuously drive improvements in tools and policies through external market trends, insight and internal best practice.
• Proactively share best practice, intelligence and potential pan-TCIL activities within HR function.
• Build relationships and form alliances with external counterparts, communities of practice and stakeholders to scan for innovations and opportunities to form partnerships.
• Understand and anticipate the need for change, diagnose the underlying issues and build the case for change with stakeholders. Plan and manage the continuous process of change including dependencies, risk, potential scenarios and options to mitigate.
• Be an ambassador for the function and represent the TCIL HR internally and externally (as appropriate).

Overview:
The HR Business Partner (HRBP) is an internal consultant providing an enabling business support role. The HRBP is a trusted partner and has a seat at the leadership table working on medium to longer term objectives. In this role, the HRBP will provide the support and functional expertise that drives productivity and results across a variety of our Practice areas. The HRBP will handle generalist responsibilities including onboarding of new employees, employee relations, training and development, performance & talent management, recruitment oversight, people metrics/reporting, partnering with line management on HR and business needs and special projects. The HRBP will also work closely with the Head of Human Resources to create and drive talent and business strategy across the Practice areas.
Purpose of the role:
ï‚· Responsible for leading the professional area; bringing evidence-based practice into the organisation and addressing the people challenges for their area of expertise
ï‚· Support organisation effectiveness by developing and implementing solutions aligned to strategy;
ï‚· Lead the HR vision, including role modeling great personal and team leadership and taking an active role in ensuring the HR Operating Model is embedded successfully.

Job Role:
ï‚· Manage recruitment process right from sourcing, screening, taking preliminary interviews and following up the line managers. (will move to HR SSC soon)
ï‚· Ensure on boarding formalities are completed with our background verification team co-ordination
ï‚· Use and understand TC People tools and policies, engaging with Divisional clients effectively to ensure their use across the organisation.
ï‚· Use data and analytics to measure the effectiveness of tools and policies and understand the landscape for further improvement.
ï‚· Provide expert input across a range of HR issues (generalist / specific expertise); Design and deliver high impact solutions that meet the needs of the business.
ï‚· Conduct Exit Interviews and ensure F&F settlement as per the norms.
ï‚· Design and Conduct employee engagement activities and ensure that employees participate in it.
ï‚· Ensure handling of transfer process with zero escalation.
ï‚· Ensure submission of HR dashboard and design its templates. ï‚· Co-ordinate with CHR teams across to ensure the effective execution of all the process handled in the respective business areas.
ï‚· Drive the annual performance and planning and review (KYP) process, including calibration of talent across a variety of different business groups, maintaining status on the online system. ï‚· Drive the principles of meritocracy with business leaders in all talent decisions, including promotions, transfers, compensation adjustments, etc.
ï‚· Develop, implement, and facilitate training and development initiatives to meet the specific business needs of the organization.
ï‚· Handle the Employee Grievances and maintain attrition rate by one to one conversation with the employees.
ï‚· Participate and contribute during Disciplinary / Legal action processes as per requirement.
ï‚· Drive the business and organizational strategy across units and work extensively on succession planning.
ï‚· Partner with hiring managers to assess talent needs and strategy to meet those talent needs with both internal and external recruiting efforts.
ï‚· Generate a variety of reports as requested by HR, Finance, and other business leaders.
ï‚· Process and maintain organization and employee updates on HRMS to ensure that reporting structures/job titles/cost centers/etc. are correct and current.
ï‚· Analyze Human Resources key metrics (turnover, exit interviews, days to fill positions, cost per hire) and utilize data for process improvements.
ï‚· Partner with management to prepare and maintain job descriptions for each position.
ï‚· Answer general HR questions and resolves issues in a timely manner.
ï‚· Participate in relevant projects, leading and championing as appropriate (divisional and/or pan-TCIL) the TCIL’s reputation as a world class organisation and employer of choice.
ï‚· Keep up to date with external trends and best practice in the areas of expertise and HR more broadly.
ï‚· Continuously drive improvements in tools and policies through external market trends, insight and internal best practice.
ï‚· Proactively share best practice, intelligence and potential pan-TCIL activities within HR function.
ï‚· Build relationships and form alliances with external counterparts, communities of practice and stakeholders to scan for innovations and opportunities to form partnerships.
ï‚· Understand and anticipate the need for change, diagnose the underlying issues and build the case for change with stakeholders. Plan and manage the continuous process of change including dependencies, risk, potential scenarios and options to mitigate.
ï‚· Be an ambassador for the function and represent the TCIL HR internally and externally (as appropriate).
Key Relationships:
External:
ï‚· Best practice organisations
ï‚· Professional networks
ï‚· Suppliers / Vendors
ï‚· Consultants
Internal:
ï‚· HR Specialist Teams
ï‚· HR Shared Service Centre
ï‚· Head - HR
ï‚· Business Leaders
ï‚· Business Managers / Stakeholders
Key Required Skills and Expectations:
ï‚· MBA /PGDM or Master's degree (or equivalent) in Human Resource.
ï‚· 14 - 15 years' of work experience in HR including HRIS systems ï‚· Should possess good functional knowledge ï‚· Leadership skills to lead teams and shape growth vision
ï‚· Team oriented – ability to motivate and work well with diverse, cross-functional teams
ï‚· Excellent oral and written communications skills
ï‚· Strong analytical and process skills
ï‚· Influencing skills – ability to motivate individuals and demonstrate organizational influence
ï‚· Results-orientation and Execution-focused, with strong attention to detail
ï‚· Ability to get into the details when necessary, but also see the larger picture and help drive strategy
ï‚· Flexibility and the ability to adjust to a constantly changing work environment a must
ï‚· Strong Time Management and Priorities Management Skills
ï‚· Ability to thrive in a fast paced environment with multiple priorities a must