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HR Business Partner

8.00 to 11.00 Years   Kochi   09 May, 2021
Job LocationKochi
EducationNot Mentioned
SalaryNot Disclosed
IndustryIT - Software
Functional AreaRecruitment
EmploymentTypeFull-time

Job Description

  • Design, implement and support various HR programs, processes, policies and partner with managers to meet business goals.
  • Work closely with Business Leaders to drive people processes like
  • Drive Attrition discussions with business, work with them to facilitate reversals and ensure attrition levels are within targets.
  • Increase career focus within the unit through career interventions and tools like Career Hub/IDP and Role based assessment.
  • Facilitate and drive leadership connect through 1-on-1 , 1 to many connects viz. AHMs, Round Table discussions. Work with managers to close actions taken on the feedback.
  • Implement key diversity and sustainability initiatives at the business unit level.
  • Contribute as evangelist to Org. initiatives like Tenets and PSH workshops.
  • Facilitate Employee Engagement Processes across locations
  • Administer and manage the quarterly Rewards & Recognition program in the unit.
  • Enhance Managerial Effectiveness through Manager Excellence Frameworks, facilitate career development plans.
DeliverNo.Performance ParameterMeasure1.Attrition 1. Targets for the Account across different cuts:a. Overall attrition %b. Top Talent Attrition2. Number of reversals2.Engagement1. EPS Score - % increase in EPS score2. Personalized connect with new employees (B3 to C2)3. Targets for number ofa. Top Talent Connect (HR 1-1 discussions)b. FGDsc. Leadership connectd. Skip Level Meetings4. TRP Quality of inputs, governance and % of actions completed3. Executing central HR processes1. Timely closures & Leadership / manager orientation2. Completion and coverage of the process within timelines and guidelines4. Effectiveness of interventions executed by the HRBPAchievement of outlined objectives for the intervention5. Business Alignment1. Feedback from business leaders2. In case of unionized workforce also held accountable for relationship with union6.Compliance and Escalation Management1. Responsiveness to employee queries and escalations2. Effective Management of compliance and escalation issues7.Talent/Cost Optimization1. Bench Management - Timely action on all bench cases2. PIP Closure3. B10 - MCE/USC ExitsAnnexure:
  1. Competency Definitions
  1. Functional Competencies
    1. Strategy Linkage: Links strategic imperatives across business and HR to arrive at a holistic connect between the two
    2. Change Management: Understands the implications of business transformation and manages or aligns change management efforts
    3. Program Effectiveness
      1. Talent Supply
        • Employee Mobility: Develops and manages processes to enable global employee movements
        • Job and Pay Design: Designs job roles to deliver on business strategy, deploys the right people into the right roles, and manages pay structures in line with market benchmarks and the organizations total rewards policies
      2. Leadership and key talent capabilities
        • Identification and Assessment: Consistently and methodologically identifies and assesses current and future technical and behavioural capabilities for external and internal candidates and explains development needs
        • Succession Planning and Career Management: Identifies key roles across the organization and plans the successors for each of these roles, both internally and externally, while developing career maps and paths to encourage an achievement culture
        • Capability Development: Develops organizational capabilities and encourages learning through design and deployment of training initiatives in line with training needs and effective learning processes
  • Employment Relationship
  • Employee Communication: Designs and guides key employee communications through the medium of employee surveys, employer branding and multiple communication media to shape the overall Employee Value Proposition
  • Benefits Design: Designs the menu of employee benefits and sources the best suppliers for these benefits
  • Employee Relations: Manages people relations effectively in the employment environment
  1. Operational Effectiveness
    1. Service Delivery
      • Employee Transactions: Delivers high quality and cost effective employee enquiry and transaction services by anticipating needs, monitoring quality and service levels, and driving continuous improvement
      • Legal/Statutory compliance and Risk Mitigation: Drives compliance to norms, legal acts and statutory compliances while anticipating and managing the risks associated with HR service delivery
  1. Behavioral Competencies
    1. Strategic Perspective
      • Is able to create a link between the current business/financial imperatives and the long term strategy of the organization or function, and guides others to do the same.
      • Develops relevant HR initiatives in line with the business strategy, and guides the team to apply them effectively
    2. Execution Excellence
      • Ensures high-quality and cost-effective output from self and team in line with end objectives, business needs and policy adherence
  1. Passion for Results
    • Urges team members to set and achieve stretch goals and role models the same
    • Encourages follow through and perseverance on tasks, and monitors the same by supporting on end-to-end task completion and troubleshooting
  1. Stakeholder Management
    1. Guides the team to build rapport with all relevant internal and external stakeholders
  • Building Effective Teams
    • Sets clear expectations, and tracks and recognizes good performance
    • Gives regular and constructive feedback, and conducts regular career conversations
  1. Effective Communication
    1. Demonstrates strong verbal and written communication skills and the ability to listen with empathy, engage the audience effectively, create impact, and connect with others
  1. Client Centricity
    1. Focuses the teams efforts on meeting the needs of internal and external customers with a constant view to understanding their mindset and designing initiatives in line with their needs
  2. Problem Solving and Decision Making
    1. Applies reasoning and systems thinking to analyse patterns from large amounts of data, and directs others to do the same
    2. Takes clear action in problem situations and accepts onus for difficult decisions and team decisions, while conducting a risk-benefit analysis
  1. Collaboration
    1. Builds and leverages personal networks across multiple stakeholders
Wipro is an Equal Employment Opportunity employer and makes all employment and employment-related decisions without regard to a persons race, sex, national origin, ancestry, disability, sexual orientation, or any other status protected by applicable law
  • Post Graduate in Human Resources from a reputed institute with 8+ years of experince in HR business partner role.
  • Excellent business partnering skills, ability to persuade and influence business leaders.
  • Strong analytical skills with attention to detail and follow-through.
  • Excellent Communication & Relationship Building skills.
  • Ability to deal with ambiguity and high pace of working.
  • High customer orientation including prompt response to emails/queries.
  • Interpersonal sensitivity, team player.
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Keyskills :
equal employment opportunityemployee engagementrecruitmenttraining needsinductioncost effectivehuman resourcesemployee relationsservice levelspay structuresbranding identity marketing

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