Job Description
Division
Human Resources
Department
India Business HR
Sub Department 1
HR Business Partner
Job Purpose
Partner with the Key Business stakeholders, COEs, Business Leaders and the HR colleagues to deliver HR Strategies like (MiVoice survey results, action planning etc.) seamlessly in line with the business needs and priorities
Key Accountabilities (1/6)
I. Deliver the HR support to the business to achieve the strategic objectives set out in the business goal sheet
· Support key HR processes across relevant business functions in collaboration with HRBPâ„¢s for supporting achievement of business objectives
II. Design and review the workforce plan for the talent pipeline requirements in line with the function or business strategy
· Deliver the talent needs of the business across regions to enhance top talent utilization and retention
· Identifying and developing the right talent to ensure talent availability & development across the business
· Planning & implementing the On Boarding practices to ensure effective orientation for new joinees
Key Accountabilities (2/6)
III. Manage key business performance targets and their related talent implications with business leaders.
· Implement the performance management process along with the HRBPâ„¢s as per the COE guidelines to ensure meritocracy and high performance culture in the organization.
IV. Manage compliance and employee welfare to make the workplace environment conducive to work
· Ensuring that the HRBPâ„¢s are well supported to deal with all employee welfare cases and best practices are followed to ensure adherence to processes.
V. Implement Employee Engagement initiatives across regions to create an engaged workforce
· Plan & implement employee engagement activities across business functions
· Communicating with the employees to create a constant Employee Connect.
Key Accountabilities (3/6)
VI. Support the L&D team to identify and drive L&D interventions in the relevant areas.
· Support the L&D roadmap to enhance employee capability
· Work along with business and help them identify the possible needs for intervention
VII. Support any specific OD / change management initiatives ensuring that they provide a value adding service in all change management initiatives.
· Plan and implement change management initiatives in collaboration with the COEâ„¢s and align the business with the objectives of the initiatives.
Key Accountabilities (4/6)
Key Accountabilities (5/6)
Key Accountabilities (6/6)
Major Challenges
• Dealing with a larger employee base and handling their complexities while managing high levels of ambiguity.
• Multiple Stake Holder Management across locations.
Key Interactions (1/2)
Internal
External
Business Leaders
Recruitment Consultants
Cross functional team like Admin/ Finance/ IT
Vendors (if any)
Key Interactions (2/2)
Dimensions (1/2)
Span of employees: 400 to 500 employees
Location: spread over 3-4 Locations
Manpower Budgets: 75 Lacs to 1 Cr
Dimensions (2/2)
Key Decisions (1/2)
Decisions
Recommendations
To initiate EE activities which is within the allocated budget
Rolling out of offers letters
Letters related to ELC
Key Decisions (2/2)
Education Qualification
Post - Graduate or MBA in Human Resources or its equivalent preferably with a premier institute
Relevant Work Experience
Incumbent to have about 2 to 4 years of experience in a Business Partner role in any sales-driven organisation including retail, telecom, insurance, BFSI and 8 to 10 years of overall HR experience.
Human Resources
Department
India Business HR
Sub Department 1
HR Business Partner
Job Purpose
Partner with the Key Business stakeholders, COEs, Business Leaders and the HR colleagues to deliver HR Strategies like (MiVoice survey results, action planning etc.) seamlessly in line with the business needs and priorities
Key Accountabilities (1/6)
I. Deliver the HR support to the business to achieve the strategic objectives set out in the business goal sheet
· Support key HR processes across relevant business functions in collaboration with HRBPâ„¢s for supporting achievement of business objectives
II. Design and review the workforce plan for the talent pipeline requirements in line with the function or business strategy
· Deliver the talent needs of the business across regions to enhance top talent utilization and retention
· Identifying and developing the right talent to ensure talent availability & development across the business
· Planning & implementing the On Boarding practices to ensure effective orientation for new joinees
Key Accountabilities (2/6)
III. Manage key business performance targets and their related talent implications with business leaders.
· Implement the performance management process along with the HRBPâ„¢s as per the COE guidelines to ensure meritocracy and high performance culture in the organization.
IV. Manage compliance and employee welfare to make the workplace environment conducive to work
· Ensuring that the HRBPâ„¢s are well supported to deal with all employee welfare cases and best practices are followed to ensure adherence to processes.
V. Implement Employee Engagement initiatives across regions to create an engaged workforce
· Plan & implement employee engagement activities across business functions
· Communicating with the employees to create a constant Employee Connect.
Key Accountabilities (3/6)
VI. Support the L&D team to identify and drive L&D interventions in the relevant areas.
· Support the L&D roadmap to enhance employee capability
· Work along with business and help them identify the possible needs for intervention
VII. Support any specific OD / change management initiatives ensuring that they provide a value adding service in all change management initiatives.
· Plan and implement change management initiatives in collaboration with the COEâ„¢s and align the business with the objectives of the initiatives.
Key Accountabilities (4/6)
Key Accountabilities (5/6)
Key Accountabilities (6/6)
Major Challenges
• Dealing with a larger employee base and handling their complexities while managing high levels of ambiguity.
• Multiple Stake Holder Management across locations.
Key Interactions (1/2)
Internal
External
Business Leaders
Recruitment Consultants
Cross functional team like Admin/ Finance/ IT
Vendors (if any)
Key Interactions (2/2)
Dimensions (1/2)
Span of employees: 400 to 500 employees
Location: spread over 3-4 Locations
Manpower Budgets: 75 Lacs to 1 Cr
Dimensions (2/2)
Key Decisions (1/2)
Decisions
Recommendations
To initiate EE activities which is within the allocated budget
Rolling out of offers letters
Letters related to ELC
Key Decisions (2/2)
Education Qualification
Post - Graduate or MBA in Human Resources or its equivalent preferably with a premier institute
Relevant Work Experience
Incumbent to have about 2 to 4 years of experience in a Business Partner role in any sales-driven organisation including retail, telecom, insurance, BFSI and 8 to 10 years of overall HR experience.
💡 Quick Summary
Seeking a career-building opportunity? The HR BP position is now open for candidates interested in the Human Resource (HR) Jobs sector. This role in Bangalore 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.
