Role Summary:
The person will be responsible for providing end to end HR support (Business Partnering) for the said business barring hiring . This includes partnering with business and central HR teams for all process of employee life cycle
The person will be responsible for acting as an engagement spoc, and providing business HR support for all engagement related activities including connects, upskilling, rewards, fun and exit conversations
Role Details:
Strategic Support to Business Stakeholders

Ensuring focus on multiple stakeholder management and strong connect with the leadership team upto AD (13A) level
Attrition management/Retention - exit chats, analysis of reasons of exit, initiating changes/ suggesting modifications needed in the laid down processes, timely RAG analysis, for all up to 13A

Employee connects:

Partner in driving employee engagement programs through proactive and structured interventions

Post-onboarding connects (Weekly) followed by business level orientation session. Owning up 3 monthly and 6 monthly connects with new joiners with regular feedback and buddy process (for up to 90 days)
On-going people connect - Regular touch base with individuals and teams across departments, and, with the leadership up to Manager Level via formal/ informal catch ups.
Retention/Exit conversations, analyze the reason for exit and close loop with leadership and managers in case retention is feasible/ not feasible

Ensuring quality and regular execution intra division communication platforms via regular town halls (quarterly) and AD/D/SD connect meetings as agreed upon with the BU head
Handle grievances and concerns with empathy and bring them to closure. Escalate issues to BHR lead, with due attention to timeliness, sensitivity and confidentiality, as well as keep posted on all connects, conversations and potential PIP cases
Keeps a proactive check on the general employee well-being engagement levels and intervene actively when necessary, including location visits
Ensuring structured documentation of employee/ leadership catch up session - one on one or team interactions, for ease of follow through and tracking

Engagement and Retention

Driving employee engagement initiatives across locations for the entire business unit based on the deep dive/analysis of VIBE survey results done each year, floor feedback, leadership connect, active employee conversations, exit conversations, new interventions in conjunction with business
Driving quarterly/monthly employee engagement / team effectiveness platforms
Run the Fun/wellness/well-being calendar for the business, in partnership with business
Detailed exit chats/ stay interviews to assess changes needed in internal processes/ policies/ interventions/ cultural assimilation/ benefits/ managerial effectiveness.

HR Processes

Managing R&R, PMP (goal setting, mid-year and annual assessment), talent management and new employee induction and orientation for business in partnership with the CoEs in HR
Partner with the Learning team to finalise a learning calendar for the business and ensure timely roll out, as well as customization basis business needs and requirements;
Partner with the people managers to address performance gaps and facilitates discussions/processes to assess appropriate action

Data and Analytics

Ensuring timely updates, MISs to Ds/SDs, BU heads in conjunction with the BHR Leads
Sharing the HR trends intelligence for people review meetings and support with inferences that help make people decisions
RAG analysis for teams with above permissible attrition rate including analysis and suggestions on next steps

Manager HRBP Pune

Crisil

Job Description

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