Group Manager – HR Business Partner (HRBP)

About the job

Role Summary: Our purpose is clear: Enabling lasting business value by designing intelligent, human-led solutions that deliver sustainable outcomes and differentiated impact Credible activist: A sound HR professional with credibility in the business, with good stakeholder relationships and who can get things done. Strategic positioner: One who understands the global business context and builds the relevant HR capabilities around that. Change champion: One who can help build the organization’s capacity to change and to sustain change. Solve challenges and get to the root cause of any issue, no matter how complex. Design and quickly implement solutions that cut across multiple disciplines, even those beyond people and organizational solutions. Attrition Management: Design and deploy strategies for controlling attrition in light of market trends through tactical thinking. Implement, track and govern all initiatives to achieve target retention for the team / BU. Talent Management: Enduring high-performing teams: review Bottom Quartile and weed out non-performers. Talent Movement & Job Rotation: Every employee to be at least 2 roles competent. Track the progress of Front Line Managers (FLM) engagement with their staff. Succession planning: Design and deployment of strategies exercising existing assessment centers, LA training workshops, etc. Create a skill-directory for each LOB for effective expansion and venturing new businesses smoothly. To review progress of the top talent for their verticals each month. Improve the existing R&R framework (a thought through action plan) Communication of goal-settings with employees through one-on-ones so that each employee knows his/her KRAs for the year. Provide expertise in the following areas: career planning, performance management, coaching, data analysis, compensation and rewards, employee relations, learning and development, recognition programs, and strategic development. Identify and surface trends in both qualitative and quantitative data to help improve organizational health, understand when data will assist in making smart, informed decisions. Interpret complex analyses and tie back to business priorities. Learning & Development: To align learning strategy with business goals and provide relevant ROI. Link learning to workforce plan & enable reduction of dependency on external hiring. Work with both capability & technical training teams to enable BU growth.