Oliver Wyman - Human Resource Business Partner (Parental Leave Cover â 15 months) - Gurugram or Mumbai
Oliver Wyman - Human Resource Business Partner (Parental Leave Cover â 15 months) - Gurugram or Mumbai
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Job Description
Company:
Oliver WymanDescription:
Oliver Wyman is now looking to hire an Human Resource Business Partner (Maternity cover) for 15 months to join our India office and be part of our IMEA (India Middle East Africa) team!
This role can be based out of our Gurugram or Mumbai office.
Job overview:
The Human Resource Business Partner (HRBP) will oversee all Oliver Wyman (OW) talent management initiatives for IMEA Support Professional functions approx. 200 staff (e.g. Marketing Knowledge Office Services Executive Assistants etc). The primary point of contact for all TM needs who will partner with leadership managers and the global talent management (TM) team on topics including but not limited to performance management employee engagement change management training & development employee relations rewards and recruitment & onboarding.
Key Responsibilities:
Performance Management & Compensation
Lead regional / global performance appraisal processes
Add value through contributing views on performance context voicing concerns including employee relations related matters where needed
Provide training and guidance on system and process expectations
Support managers in addressing performance-related issues performance improvement plans exit management
Use data to track employee performance YOY to help support insights
Provide performance management system support partnering with the build team on technical issues/enhancements
Partner with the TM and compensation teams to manage the salary review process for employees to ensure accuracy effectiveness compliance and equity
Research collect and analyze internal and external compensation data to provide guidance to managers in determining compensation recommendations as needed
Business Partnering
Act as a trusted advisor and coach to managers/ senior leadership team (SLT) providing guidance on the full employee life cycle including but not limited to; performance management processes employee engagement initiatives and conflict resolution enhancing team dynamics employee morale and productivity
Act as a trusted coach mentor and advisor to IMEA Support Professionals building a psychologically safe space in the work environment
Utilize data to provide stakeholders with actionable insights on talent metrics enabling informed decision-making and proactive management of employee performance and engagement
Collaborate with stakeholders to ensure HR initiatives and talent management strategies align with overall business/function goals and objectives facilitating effective workforce planning and development
Foster a strong community of managers who leverage one anothers expertise and serve as a support system
Partner with learning & development on training plans promote continuous learning identify and work together to resolve issues and gaps
Employee Relations
Work closely with the HR Operations to manage employee grievances and conflict resolution
Facilitate communication between employees and management
Provide advice and guidance regarding policy and/or employee issues leveraging the HR Operation and Employee Relation teams as necessary
Be available for any ad hoc discussions on employee performances with managers and/or the local leadership
Ensure the firm acts in compliance with labor laws and company policies
Anticipate potential problems and develop alternate plans of action with managers
Global / Regional Employee Engagement
Develop and lead special employee engagement initiatives regionally
Review employee experience and wellbeing scorecards and take action
Lead regional roll out of global talent value proposition initiatives and new global processes
Lead the togetherness initiative for SPs working closely with regional HC teams and managers flexible working requests and guide managers in delivering verbal and/or written warnings for noncompliance as required
Assist in managing organizational changes and providing support during periods of change
In partnership with the global TM team contribute to the development and management of global and regional projects (e.g. talent reviews and succession planning)
Serve as the voice of IMEA region on all global projects
Adapt global initiatives to the IMEA region and implement them in a way that aligns global business goals with local/regional nuances
When required collaborate with IMEA Wellbeing Lead to provide confidential coaching welfare and emotional support to IMEA Support Professionals
Recruiting & Onboarding
Collaborate with recruitment and managers for new hire / budgeted roles
Lead levelling evaluation for new roles and provide guidance to managers on elevating job descriptions to attract top talent
Partner with the compensation team to determine competitive salaries for new roles/markets ensuring consistency with OWs compensation philosophy
When required meet with final round candidates to test culture/fit and provide overview of OWs performance management/compensation processes and talent value proposition (TVP) initiatives highlights
Lead Buddy assignment and SPTM onboarding processes for new hires
Experience required:
At least 8 years of relevant experience (HRBP or similar roles in an international organization)
Good understanding of and exposure to professional services / consulting or multi-national corporate environment
Bachelors Degree professional HR qualification or equivalent work experience
Knowledge of local employment laws and practices
Knowledge and practical experience in talent managementsuccession planning employee engagement and retention
Skills and Attributes:
Fluency in English with strong written and verbal communication skills.
Attention to detail and a high level of accuracy in all tasks
Strong organizational skills: Ability to prioritize manage time effectively and juggle multiple tasks to meet deadlines
Excellent interpersonal skills: Proven ability to establish positive relationships with clients and collaborate with diverse teams across cultures
Self-motivated and resilient: Flexible attitude with a willingness to step outside of job descriptions as needed
Confidentiality: Comfortable working with sensitive data and topics
Team player: Capable of functioning independently while contributing to a collaborative fast-paced environment
Problem resolution mindset: creative strategic thinker who continually seeks ways to improve processes
Research and presentation: Skilled in developing viewpoints and facilitating discussions across multiple levels of the organization
Professional representation: Ability to represent the department and company effectively
Decision-making and judgment: Strong skills in coaching conflict management and professional judgment
Technical proficiency: Competent in Microsoft Office including word processing presentation and database skills
Employment Type
Part-Time
