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BPHR-JD

The HR Business Partner plays a strategic role in aligning HR initiatives with business objectives, managing the employee lifecycle, and improving HR processes. Responsibilities include collaborating with stakeholders, addressing employee relations issues, and driving HR project management for various initiatives. The role also involves analyzing business data to enhance performance and retention, while ensuring effective communication between employees and management.

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7 views

BPHR-JD

The HR Business Partner plays a strategic role in aligning HR initiatives with business objectives, managing the employee lifecycle, and improving HR processes. Responsibilities include collaborating with stakeholders, addressing employee relations issues, and driving HR project management for various initiatives. The role also involves analyzing business data to enhance performance and retention, while ensuring effective communication between employees and management.

Uploaded by

xosurabhixo
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as DOCX, PDF, TXT or read online on Scribd
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BPHR

Role and Responsibilities

The key purpose of the HR Business Partner is to provide strategic arm to Business Units in
meeting their day to day HR requirements. In this role, the HR Business Partner will liaise with
the business leaders and managers to introduce specific HR initiatives relevant to business and
recommend HR solutions aligned to business objectives. The core HR work includes, but is not
limited to, maximizing people capability, providing change leadership, managing end to end
employee lifecycle, supporting day-to-day operations as well as proactively engaging in process
improvements. HR Business Partner is expected to collaborate with other HR Functional
Leaders, OD, HRSD and CoE folks to identify and influence changes that will bring improvements
to people practices, systems and processes. This role is also expected to drive project
management for various HR initiatives including management training and development,
succession planning, policy review and implementation.

 Be the voice of business to suggest HR practices that support business objectives


 Work collaboratively with internal and external stakeholders to develop and implement
innovative programs, processes and solutions
 Proactive liaison and consultation with business stakeholders to understand the
changing needs of the business and to suggest solutions aligned to changing priorities
 Work with cross functional and centers of excellence to facilitate end to end HR needs
for the business pertaining to Talent Management, Performance Management, Talent
Acquisition, Employee Relations, Staffing, Succession Planning, Organization Structure
and Skills Assessments
 Continually evaluates existing work processes and prospective processes work to ensure
the most effective use of resources.
 Audits and recommends updates to HR data and systems in respective portfolio
 Assists with all audit requests (external & internal) pertaining to employee life cycle

Desired Skills

Functional/Operational:

 Manage end to end employee life cycle including onboarding for new joiners,
confirmation, performance appraisals, grievance handling, employee relations and
employee separation
 Review and analyze business unit data to identify trends and recommend solutions to
improve performance, retention, and employee experience (Attrition Analysis, Early
Warning Signals, Retention, Engagement levels)
 Assess and ascertain manpower requirements for the business ensuring adequate staff
backup to avoid crisis situations and working with hiring team to ensure backfill hiring is
completed within agreed timelines
 Work with line managers and employees to address all types of employee relations
issues ensuring an unbiased approach in query resolution prioritizing employer
employee interests
 Work with line managers to identify bottom quartile employees and coach them to
focus on improving performance and create adequate succession pipeline at middle
management
 Proactive inputs to HR verticals on benchmarking requirements seeking internal as well
as external market "best practice" opportunities that will enhance engagement
 Plan, manage and provide continuous improvements and be actively involved in
leadership business reviews, and engage with stakeholders on understanding business
objectives both at a strategic and an operational level. This includes involvement in both
annual and mid-year processes which focus on performance management and talent
development
 Provide compensation support including compensation bands validation, inputs on
promotion recommendations and competency based resource utilization
 Create robust communication forums and facilitate interactions between the employees
and management on a regular basis.
 Manage exit interviews and support the business in analyzing the data and provide
innovative solutions to improve retention rates

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