HR Business Partner

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Job Description

Purpose of Position:

HRBP is accountable and will collaborate with senior management to define strategic direction of HR to support business objectives on people management strategies. This strategic partnership impacts HR services to business on Talent Acquisition, Management, Retention, Performance Management,Compensation Management & Employee Engagement and Development


1. Candidate should be from an Engineering background followed by PG in HR from tier 1 institute with work experience of 1 year as HR Business Partner.

2. The candidate should be number oriented and should be able to understand business P&L.

3. Should have excellent communication & presentation skills

4. Proficient with MS excel & PPT.

5. Added advantage if has used G-suite in the earlier organization.

Job Role:

Own and manage HR processes for their respective business end- to- end

Business and Strategic Partnering: –

Ability to understand business pyramid goals and long term strategic plan; develop HR solutions to contribute to the success of the business objectives.

Acts as a single point of the contact for the employees and managers in the business unit.

Manages complex and difficult HR Projects cross-functionally. Accountable and responsible for

HR programs and processes.

Staffing: –

Work closely with the Talent Acquisition team to ensure quality delivery; support

managers in right talent selection and ensure that they follow process and practices within the


Compensation & Benefits:-

Drive TeamLease compensation philosophy in the organization and support processes like annual Compensation revision, bench-marking all offers, promotions and incentive planning; communicate benefits policies to managers and employees

Employee relations:-

Advise employees on policies and processes, grievance management, develop a positive work environment by driving action planning closure as part of Viewpoint

survey process. Facilitates the management team to bring best solutions for employees

Organization Development:-

Alignment of organizational processes, systems and culture with key business priorities, design optimal organizational structures, understand organization and cultural needs and drive change management

Talent Management:- Own and drive end to end performance management process,

including goal setting, annual appraisal, management of under- performance; be responsible for

key talent retention. Implement talent management and organizational development strategy in

alignment with strategic business goals. Design, develop and consult on succession planning, top talent, performance management, and career path and mapping talent strategies to business



Strong ability to provide coaching/ counseling to both employees and managers in areas of managing performance, development of top talent, succession planning, conflict


HR Reporting & Analysis :-

Report, track, manage and analyses census for area of responsibility. Validate integrity of job and comp data.

Communication: –

Ensure and/or develop and deliver business communications and communicate HR policies. Ensure that operational excellence in HR is delivered and proactively supports the delivery of HR Processes. Builds a strong business relationship with the internal