Strategic HR Partner

About the job

As a Strategic HR Partner at Sumitomo Mitsui Banking Corporation (SMBC) in Mumbai, India, you will play a crucial role in supporting business leaders to align HR strategies with overall business objectives. Your responsibilities will include: - Supporting business leaders in translating strategic goals into HR initiatives and coordinating with Centers of Excellence to implement solutions. - Assisting in the planning and execution of key HR initiatives such as organizational design, workforce planning, and talent management by ensuring timely delivery of outcomes. - Partnering with the Talent Acquisition teams to attract and retain top talent and coordinating recruitment and onboarding processes to place the right talent in the right roles. - Supporting succession planning and career development discussions. You will also be responsible for designing and implementing engagement initiatives based on employee feedback and business needs, fostering a culture of inclusion, recognition, and continuous improvement, as well as promoting employee satisfaction through proactive communication and support. Moreover, you will support the execution of organizational change initiatives, including restructuring, M&A, and digital transformation, through communication, training, and stakeholder alignment. Your role will also involve leveraging HR data and dashboards to provide insights to HR and business leaders, ensuring compliance with labor laws and industry standards, and managing compensation and benefits programs to ensure competitiveness and alignment with business goals. Qualifications required for this role include a Master's degree or MBA in HR, a minimum of 5 years of progressive HR business partnering experience, and skills such as strong business acumen, strategic thinking, interpersonal and stakeholder management skills, proficiency in HRIS systems and data analytics tools, and a deep understanding of labor laws and HR compliance. In this role, you will face challenges such as navigating complex and sensitive employee relations issues, balancing strategic priorities with operational HR demands, driving cultural change and employee engagement in hybrid or distributed work environments, managing competing priorities across multiple stakeholders and functions, and ensuring consistency in HR practices across geographies or business units.