Job Description
Primary Job Responsibilities: -
• Ownership of the Business HR portfolio, employee lifecycle from on boarding to transition management. Understand the business outlook for the mid to long term and contextualize the BHR portfolio accordingly.
• Stakeholder Management - Working closely with the sales leadership team on various people matters, providing advisory inputs on talent management.
Talent acquisition - While this role is not accountable for talent sourcing, it is accountable for quality of hire and therefore needs to be a key participant in any selection decision.
• Talent Management – anchor the various talent identification, deployment and succession planning exercises for the division
Employee Relations – Lead the ER processes for the division across selection of counsels (in consultation with the Central ER and Corporate Legal teams), preparation of representative documents and briefing of counsels.
• Performance Management – Drive the annual performance processes with rigor and transparency.Compensation and Benefits – ensure equitable closure of the merit/annual pay review exercise within timelines and budget.
• Compensation and Benefits – ensure equitable closure of the merit/annual pay review exercise within timelines and budget.
• Metrics for the Division – On boarding scores, Recruitment TAT (for requisitions that remain open >20 days, Attrition, Succession Planning, Manpower deployment.
• Contribution to the BHR Function projects : These projects consist of themes that impact all employees and would enable the business as a whole from a talent lens.
Education & Experience: Full time MBA in HR 8-12 years experience as Business HR
• Ownership of the Business HR portfolio, employee lifecycle from on boarding to transition management. Understand the business outlook for the mid to long term and contextualize the BHR portfolio accordingly.
• Stakeholder Management - Working closely with the sales leadership team on various people matters, providing advisory inputs on talent management.
Talent acquisition - While this role is not accountable for talent sourcing, it is accountable for quality of hire and therefore needs to be a key participant in any selection decision.
• Talent Management – anchor the various talent identification, deployment and succession planning exercises for the division
Employee Relations – Lead the ER processes for the division across selection of counsels (in consultation with the Central ER and Corporate Legal teams), preparation of representative documents and briefing of counsels.
• Performance Management – Drive the annual performance processes with rigor and transparency.Compensation and Benefits – ensure equitable closure of the merit/annual pay review exercise within timelines and budget.
• Compensation and Benefits – ensure equitable closure of the merit/annual pay review exercise within timelines and budget.
• Metrics for the Division – On boarding scores, Recruitment TAT (for requisitions that remain open >20 days, Attrition, Succession Planning, Manpower deployment.
• Contribution to the BHR Function projects : These projects consist of themes that impact all employees and would enable the business as a whole from a talent lens.
Education & Experience: Full time MBA in HR 8-12 years experience as Business HR
💡 Quick Summary
Seeking a career-building opportunity? The Senior Manager Business Human Resources position is now open for candidates interested in the Human Resource (HR) Jobs sector. This role in Mumbai 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.
