HRBP - Premier Institutes

Job Purpose Statement

• To actively partner with businesses and provide HR solutions.
• Identifying HR focus areas proactively and consult Businesses for HR solutions.
• Developing HR Strategies, Policies, and people practices as per respective business needs.

Duties & Responsibilities 

1.    Contribute to implementation of BU HR strategy in the respective business unit/ functions to ensure that business needs are met: -

·      Undertake frequent discussions with business leaders to understand function specific challenges and priority areas; Provide recommendations basis the same to HR Head/ LBHR/ COE etc.

·      Act as a solution provider to resolve HR challenges, including manpower planning engagement, attrition, etc.

·      Implement new initiatives in respective verticals by ensuring minimal disruption to business as usual and ensuring adherence to budget and timelines.

·      Drive adequate communication to build buy in and manage ground level changes.

2.    Co-Design and implement best in class organization structure & manpower plan that caters to business needs: -

·      Analyse the structure and manpower as per dynamic business needs & understand business data trends to identify need for change.

·      Work with Lead HRBP & COE to build a case for change, set design principles and validate the same with business.

·      Drive annual strategic workforce planning by undertaking discussions with Business leaders & explore opportunities for optimization. 

3.    Drive Recruitment & On boarding for seamless business operations: -

·      Forecasts vacancies and trigger talent acquisition processes

·      Create/ review job description and ensure validation from Line Managers

·      Drive smooth execution of recruitment and on boarding process.

·      Work closely with the Business Heads & Lead BHR in the creation of manpower budget & deployment of manpower.

·      Ensuring manpower availability within approved SLA by utilizing different sources of hiring

·      Drive the IJP Program across the country to provide the opportunity to the internal talent pool.

·      Ensuring pre & post onboarding for creating a better candidate experience

·      Preparing dashboards to assess the effectiveness of the recruitment & onboarding function.

4.    Identify and ensure fulfilment of behavioral and functional capability development needs of employees in line with business needs: -

·      Facilitate with L&OD team to create/ review functional competency framework for the respective business vertical as per the defined framework.

·      Identify the training needs/critical competencies basis understanding of business priorities and discussions with line managers.

·      Build awareness for training & ensure all employees are aligned with the training programs to the business priorities.

·      Facilitate with L&OD team to analyse effectiveness of training programs and present to business.

5.    Implement talent management processes at the business/ functional level to ensure continuous identification and development of high-potential talent: -

·      Identify critical roles as per the defined guidelines and collaborate with talent management team for creation of robust succession plan.

·      Initiate discussions with respective Business Heads to validate successors & their readiness for all positions based on pre-defined guidelines.

·      Facilitate discussion between Manager & Employee for IDAP preparation, providing inputs to Managers basis performance data; ensure IDAPs are made as per the guidelines and track progress.

6.    Employee Lifecycle Activities & others:

·      Ensure employee queries are addressed in a prompt manner and escalate to DH, LBHR or senior management where applicable.

·      Manage critical Employee lifecycle activities w r t. transfer, confirmation, grievance management, disciplinary etc.

7.    Drive the annual performance appraisal process in the business / function basis COE direction in strict adherence to the specified timelines: -

·      Facilitate cascade of goal sheets to teams and ensure alignment with the overall goal sheet.

·      Prepare & educate managers on system, process, and tools.

·      Undertake goal sheet audit and escalate deviations if any.

·      Tracking and maintaining performance data

·      Ensuring timely completion of Annual appraisal and Moderation/Normalization in discussion with Lead BHR & COE

·      Enabling automation of productivity dashboard & process of measuring productivity for necessary recognition

·      Tracking and execution of PIP process as per guidelines. Exception management of specially recommended cases.

8.    Diversity & Inclusion

·      Maintaining and improving the D&I quotient in the vertical through retention, engagement, and sourcing of meritorious candidates.

·      Sensitizing the line managers on D&I initiatives and subject

·      Driving various initiatives of D&I in the vertical

9.    Employee Engagement & Wellness

·      Collaborate with Lead Business HR to analyse data and impact of engagement activities to ensure continuous improvements in the engagement scores for the business.

·      Ensure Rewards and Recognition measures are aligned to people priorities.

·      Conceptualize and implement various focused initiatives for vertical to address the engagement initiatives.

·      Driving the R&R for the vertical PAN India.

·      Implementing various communication programs for the vertical

·      Analysis of attrition and retention management