HR Business Partner Assistant Manager / Manager

Job Description

Be an HR Generalist for designated Business/Function line at local level, and provide, in his/her area of expertise, value-added advice to serve Business/Function strategic objectives. This role would also manage high quality recruitments and giving high-level importance to the risk and compliance framework of the organization. Responsibilities & Key focus Areas STRATEGY:
• Understand business/function line s strategy and keep up to date with their organization, products, and HR needs
  • Provide general HR advice and support to the business line(s)
  • Assist with workforce planning
• Maintain a general knowledge of BNP Paribas and CIB (and IS, where relevant) strategies
• Relay Group and local HR policies
• Assist with the development and implementation of sound local HR practices
• Contribute to promote specific HR initiatives
RECRUITMENT:
• Responsible for the delivery of search, selection and end-to-end recruitment services for the organization.
• Working closely with the RPO team and making sure that all the requirements have adequate traction
• This position is assigned to support business specific recruitments, allocation based on vacancy type, volume and complexity.
• The ideal candidate will personally network with potential candidate pools using advanced persuasion, negotiation and talent assessment skills to recruit high calibre candidates for the organization.
• Understands business dynamics including growth strategies, headcount management, financials and products/services.
• Ensures a healthy balance of various recruitment avenues such as Direct sourcing through Job Portals, Employee Referral, Recruitment Consultant Campus and Social Media platforms
• Builds on existing strong relationships with other Sr. Recruiters/Recruiting Manager and hiring managers to understand recruiting needs & map appropriate talent pools.
• Interacts and supports line managers in implementation of the HR policies relating to recruitment.
• Evaluating candidates by doing a thorough screening in HR interviews.
• Collaborating with other HR business partners for various HR activities relating to internal mobility / recruitment.
PERFORMANCE MANAGEMENT:
• Facilitate internal transfers, leaves of absence (maternity, long service leave ), retirement and exit processes (including exit interviews for non-key positions) for employees in scope,
• Carry out the appraisal process to ensure timely delivery and 100% completion,
• Collate training requests in appraisals and liaise with L&D to provide adequate training. Support implementation of local training,
• Contribute to the Permanent Operational Control Plan and contribute to the reporting of all incidents according to the Incident Management System.
• Implement the pip process as required for the relevant cases.
• Ensure confirmations are followed up and closed on time.
COMPENSATION:
• Participate in the annual Compensation Review Process (CRP)
• Contribute to data surveys as appropriate
• Ensure reporting on bid-backs and termination packages.
EMPLOYEE RELATIONS:
• Handle employment relations and performance management issues,
• Assist with communication initiatives to employees and managers.
COORDINATION WITHIN HR:
• Contribute to the flow of information within HR (bottom up and lateral)
INDUCTION AND ONBOARDING
• Ensures completion of joining formalities for new employees, processing of forms,
• Liaisons with HR operations desk for payroll for new employees.
• Coordinates and teams up with L&D team to deliver on the Onboarding presentations and programme.
HR GOVERNANCE
• Monitoring hires vs approved headcount numbers in the budget/ forecast.
• Ensuring all documentation for hiring is up to date.
• Ensuring 100% adherence to the recruitment and compliance procedures defined by the organisation
• Adaptable to change and ensuring the implementation of all organization change related to compliance, procedures and legal requirements relating to recruitment.
• Responsible to manage, maintain and execute business specific and individual recruitment MIS & dashboards.
• Ensure all personal files are up to date
• Follow up on absenteeism and disciplinary cases
• Ensure all exit clearances are in place
• Follow up and implementation of any BNPP specific compliance, statutory or legal requirements (for eg annual PCC, gratuity nomination)
HR OPERATIONS
• C oordinate with recruitment desk, payroll, leaves helpdesk for smooth delivery with regard to payroll information like shift allowance, exits, new joiners etc.
• Manage exit interviews and attrition analysis and the entire exit process
HR POLICIES COMMUNICATION & EDUCATION AND EMPLOYEE FEEDBACK
• Supports senior hr manager in identifying, developing and utilizing different channels of communication to educate employees to ensure comprehensive awareness and understanding of hr policies and procedures.
• Establishes means of gathering employee feedback to understand employee s issues and concerns, and impact and acceptability of hr policies.
Technical & Behavioral Competencies
• Communication Skills
• Interpersonal Skills
• Strong Customer Orientation
• Strong Process Orientation
• Interviewing skills
• Team Work
• Continuous Improvement and adaptation
Specific Qualifications Educational qualification: Bachelor degree or equivalent, (Preference to a Master s degree in HR) Relevant years of experience: Minimum of 5 years Skills Referential Behavioural Skills : Communication skills - oral & written Ability to collaborate / TeamworkPersonal Impact / Ability to influenceCommunication skills - oral & written Transversal Skills: Ability to understand, explain and support change Analytical Ability Ability to develop and leverage networks Ability to develop and adapt a process Ability to manage a project Education Level: Bachelor Degree or equivalent Experience Level At least 5 years , *.

Keyskills :
employee engagementhuman resourcesemployee relationsrecruitmentinductionhr policiessocial mediacontrol planhr operationsretail bankingglobal deliveryexit interviews