INRBAIHR Business Partner White Collar AssociatesIN

Talent Management : Execute and administer HR processes and interventions from hire to retire primarily focusing on workforce planning performance management role management succession planning employee engagement and retention aligned with the business objectives. (KRA - Rate of retention)
Talent Development -Execute and administer development initiatives to identify nurture and enhance the competencies of individuals aiming to establish a sustainable pipeline of skilled and capable employees. (KRA - Rate of retention)
Performance Management : Deploy measures and monitor systems to drive high performance and continuous feedback culture in collaboration with internal stakeholders. (KRA - Goal achievement score)
Change Management : Lead HR-driven change initiatives such as restructuring team transitions or cultural shifts through organizational transitions by ensuring clear communication skill building workshop and tools to ease adoption. (KRA - Change adoption rate change readiness score)
Talent Acquistion : Partner with internal and external stakeholders to develop strategies for attracting and hiring top talent enhance employer branding and diversity hiring efforts that aligns with the workforce planning. (KRA -
Recruitment cycle time selection ratio quality of hire)
Reporting and Analytics : Develop and deliver regular HR reports on key metrics to provide actionable insights and guide HR strategy come business decisions. (KRA - Timeliness of report delivery)
Digitalization : Drive the digitalization of HR processes to improve efficiency agility and support data driven decision making. (KRA - No. of projects executed plan vs actual)
Conflict Management : Act as a mediator to resolve conflicts work to address underlying causes of conflicts provide guidance to stakeholders on conflict resolution strategies and implement preventative measures to foster a harmonious work environment. (KRA - Conflict resolution rate)
Strategic Business Partnering : Work proactively with stakeholders to forecast future talent needs and drive job rotations identify critical roles nurture key talents and create succession plans to ensure long-term organizational sustainability. (KRA - Stakeholder eNPS)
Competency Development : Collaborate with L&D to implement competency frameworks and drive skill enhancement career growth within the organization. (KRA - Competency level enhancement)

Qualifications :

Masters in Business Administration in Human Resources.

4-10 years of experience in Human Resource

3 years of experience in Talent Management (Desired)

Remote Work :

No

Employment Type :

Full-time