Qualifications and Skills: Bachelor's/master's degree in human resources, Business Administration, or a related field. Relevant certifications (e.g., PHR, SPHR) are a plus.

- Minimum of 7-8 years of progressive HR experience, including HR business partnering and employee relations. Knowledge of US employment laws, regulations, and HR best practices is a plus point. Excellent interpersonal and communication skills, with the ability to build relationships at all levels of the organization.

- Demonstrated experience in managing complex employee relations issues and providing sound advice and guidance. Role :As a Senior Manager Human Resources Business Partner (HRBP), He / She will play a vital role in partnering with the business leaders and employees to provide strategic HR guidance and support. This position requires working in the US shift to provide HR support to employees based in different time zones

Key Responsibilities:

- Business Partnership: Collaborate closely with business leaders and managers to understand their goals, challenges, and workforce needs.

Employee Relations: Manage and resolve complex employee relations issues, including investigations, disciplinary actions, performance management, and conflict resolution.

Talent Management: Partner with leaders to develop and implement talent management strategies, including workforce planning, talent acquisition, onboarding, performance management, succession planning, and career development initiatives.

Employee Engagement: Foster a positive and inclusive work environment by implementing employee engagement programs, conducting surveys, and analyzing feedback. Compensation and Benefits: Collaborate with the compensation and benefits team to ensure competitive and equitable compensation practices.

Advise managers on salary decisions, promotions, and other reward-related matters. HR Policy and Compliance: Stay up to date with HR laws and regulations, proactively assess their impact on the organization, and recommend policy updates or changes. Ensure HR practices and processes are compliant with local and federal laws.

Performance and Metrics: Develop and monitor HR metrics to assess the effectiveness of HR programs and initiatives. Analyze data to identify trends, areas for improvement, and make data-driven recommendations to enhance HR strategies