REF53984V - Group Manager - HR Talent Management Strategic HR Planning - Gurgoan

Job Description

    Minimum Experience of 8 to 10 years into HRBP role

    Handling a Span of more 300 employees

    Provide consulting and business partnering support to leadership and business line managers.

    Develop a Trusted Advisor relationship with key leaders across various levels in the supported business group.

    Drive delivery of HR services to the business leveraging Centers of Excellence (CoEs) in recruitment employee shared services learning compensation and benefits statutory compliance and more.

    Lead talent management performance management and engagement strategies for assigned business/accounts.

    Counsel and train employees to enhance performance and capabilities aligned with organizational goals.

    Design and implement strategies to manage attrition aligning with market trends and business needs.

    Collaborate with stakeholders to ensure effective HR support that contributes to business success and employee satisfaction.

    HRBP Role along with Skillsets to manage Data and HR Analytics: Credible activist: A sound HR professional with credibility in the business with good stakeholder relationships and who 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 organizations capacity to change and to sustain change Innovator and integrator: Has the ability to innovate and integrate HR practices around critical business issues Ability to do data crunching and Analysis

    Attrition Management: Design and deploy strategies for controlling attrition in lieu of the market trends through tactical thinking

    Talent Management: Enduring high performing teams: review BQMs and out nonperformers 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: HR intervention through FLM Coaching framework Succession planning: design and deployment of strategies exercising existing assessment centers LA training workshops etc. Create a skilldirectory for each LOB for effective expansion and venturing new businesses smoothly To review progress of the top talent for their verticals each month

    Employee Engagement: Improve the existing R&R framework (a thought through action plan) Communication of goalsettings with employees through oneonones so that each employee knows his/her KRAs for the year

    Learning & Development: To align learning strategy with business goals and provide relevant ROI

Job Description

    Minimum Experience of 8 to 10 years into HRBP role

    Handling a Span of more 300 employees

    Provide consulting and business partnering support to leadership and business line managers.

    Develop a Trusted Advisor relationship with key leaders across various levels in the supported business group.

    Drive delivery of HR services to the business leveraging Centers of Excellence (CoEs) in recruitment employee shared services learning compensation and benefits statutory compliance and more.

    Lead talent management performance management and engagement strategies for assigned business/accounts.

    Counsel and train employees to enhance performance and capabilities aligned with organizational goals.

    Design and implement strategies to manage attrition aligning with market trends and business needs.

    Collaborate with stakeholders to ensure effective HR support that contributes to business success and employee satisfaction.

    HRBP Role along with Skillsets to manage Data and HR Analytics: Credible activist: A sound HR professional with credibility in the business with good stakeholder relationships and who 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 organizations capacity to change and to sustain change Innovator and integrator: Has the ability to innovate and integrate HR practices around critical business issues Ability to do data crunching and Analysis

    Attrition Management: Design and deploy strategies for controlling attrition in lieu of the market trends through tactical thinking

    Talent Management: Enduring high performing teams: review BQMs and out nonperformers 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: HR intervention through FLM Coaching framework Succession planning: design and deployment of strategies exercising existing assessment centers LA training workshops etc. Create a skilldirectory for each LOB for effective expansion and venturing new businesses smoothly To review progress of the top talent for their verticals each month

    Employee Engagement: Improve the existing R&R framework (a thought through action plan) Communication of goalsettings with employees through oneonones so that each employee knows his/her KRAs for the year

    Learning & Development: To align learning strategy with business goals and provide relevant ROI

Qualifications :

MBA HR

Remote Work :

No

Employment Type :

Fulltime