Job Description
In this role, as the HR of sub-portfolio at Genpact, you will partner with business leadership to attract, engage, and retain global talent to support business priorities and growth. The HR function plays a critical role in Genpact given the people-centric business and organizational culture.
• Engage & work with key internal and external partners in C&B, Staffing, Shared Services, Finance and Learning to provide HR support across the whole lifecycle of an employee.
• Lead HRBP team to drive focus and progress on critical human resource metrics such as recruitment, retention, engagement, learning and compensation & benefits.
• Coach business leaders and managers to effectively lead their teams.
• Partner with leaders to identify critical roles and key talent. Institute plans to staff critical roles with key talent and develop talent.
• Lead the talent management efforts, ensuring the organization attracts, selects, and retains top talent that aligns with the business's needs and values.
• Provide oversight & expertise to manage employee relations, including labour and employment concerns.
• Develop and implement change management strategies and communication plans to support major organizational transformations, mergers, acquisitions, and restructuring initiatives.
• Leverage HR data and analytics to provide insights and recommendations to executive leadership on workforce planning, talent metrics, and HR key performance indicators (KPIs).
• Ensure HR policies, practices, and processes comply with applicable employment laws, regulations, and industry standards.
• Collaborate with legal and compliance teams to manage HR-related risks, such as data privacy, employee relations, and employment law compliance.
Key Responsibilities:
• Engagement & Partnerships: Engage & work with key internal and external partners in C&B, Staffing, Shared Services, Finance and Learning to provide HR support across the whole lifecycle of an employee.
• HRBP Leadership: Lead HRBP team to drive focus and progress on critical human resource metrics such as recruitment, retention, engagement, learning and compensation & benefits.
• Coaching & Development: Coach business leaders and managers to effectively lead their teams.
• Talent Management: Partner with leaders to identify critical roles and key talent. Institute plans to staff critical roles with key talent and develop talent.
• Employee Relations: Provide oversight & expertise to manage employee relations, including labour and employment concerns.
• Change Management: Develop and implement change management strategies and communication plans to support major organizational transformations, mergers, acquisitions, and restructuring initiatives.
• HR Analytics: Leverage HR data and analytics to provide insights and recommendations to executive leadership on workforce planning, talent metrics, and HR key performance indicators (KPIs).
• Regulatory Compliance: Ensure HR policies, practices, and processes comply with applicable employment laws, regulations, and industry standards.
• Risk Management: Collaborate with legal and compliance teams to manage HR-related risks, such as data privacy, employee relations, and employment law compliance.
Qualifications:
• A bachelor's degree in human resources, Business Administration, or a related field is typically required. A master's degree or relevant HR certifications (such as SHRM-SCP or SPHR) are highly desirable.
• Proven experience in progressively senior HR leadership roles, within complex organizations with a focus on business process management or related industries.
• Strong knowledge of HR practices, employment laws, and regulations.
Preferred Qualifications:
• Experience leading HR functions across multiple locations or globally.
• Engage & work with key internal and external partners in C&B, Staffing, Shared Services, Finance and Learning to provide HR support across the whole lifecycle of an employee.
• Lead HRBP team to drive focus and progress on critical human resource metrics such as recruitment, retention, engagement, learning and compensation & benefits.
• Coach business leaders and managers to effectively lead their teams.
• Partner with leaders to identify critical roles and key talent. Institute plans to staff critical roles with key talent and develop talent.
• Lead the talent management efforts, ensuring the organization attracts, selects, and retains top talent that aligns with the business's needs and values.
• Provide oversight & expertise to manage employee relations, including labour and employment concerns.
• Develop and implement change management strategies and communication plans to support major organizational transformations, mergers, acquisitions, and restructuring initiatives.
• Leverage HR data and analytics to provide insights and recommendations to executive leadership on workforce planning, talent metrics, and HR key performance indicators (KPIs).
• Ensure HR policies, practices, and processes comply with applicable employment laws, regulations, and industry standards.
• Collaborate with legal and compliance teams to manage HR-related risks, such as data privacy, employee relations, and employment law compliance.
Key Responsibilities:
• Engagement & Partnerships: Engage & work with key internal and external partners in C&B, Staffing, Shared Services, Finance and Learning to provide HR support across the whole lifecycle of an employee.
• HRBP Leadership: Lead HRBP team to drive focus and progress on critical human resource metrics such as recruitment, retention, engagement, learning and compensation & benefits.
• Coaching & Development: Coach business leaders and managers to effectively lead their teams.
• Talent Management: Partner with leaders to identify critical roles and key talent. Institute plans to staff critical roles with key talent and develop talent.
• Employee Relations: Provide oversight & expertise to manage employee relations, including labour and employment concerns.
• Change Management: Develop and implement change management strategies and communication plans to support major organizational transformations, mergers, acquisitions, and restructuring initiatives.
• HR Analytics: Leverage HR data and analytics to provide insights and recommendations to executive leadership on workforce planning, talent metrics, and HR key performance indicators (KPIs).
• Regulatory Compliance: Ensure HR policies, practices, and processes comply with applicable employment laws, regulations, and industry standards.
• Risk Management: Collaborate with legal and compliance teams to manage HR-related risks, such as data privacy, employee relations, and employment law compliance.
Qualifications:
• A bachelor's degree in human resources, Business Administration, or a related field is typically required. A master's degree or relevant HR certifications (such as SHRM-SCP or SPHR) are highly desirable.
• Proven experience in progressively senior HR leadership roles, within complex organizations with a focus on business process management or related industries.
• Strong knowledge of HR practices, employment laws, and regulations.
Preferred Qualifications:
• Experience leading HR functions across multiple locations or globally.
💡 Quick Summary
Seeking a career-building opportunity? The Assistant Vice President Human Resources position is now open for candidates interested in the Human Resource (HR) Jobs sector. This role in Kolkata offers a professional environment and growth potential.
Requirement Snapshot: Candidates should possess basic communication skills, a proactive attitude, and the ability to work in a team. Experience in Human Resource (HR) Jobs is a plus.
