Director - HR Business Partner

• Proposed designation:  Director

• Role type: Supervisory

• Geo to be supported: Corporate

• Work timings: 9 am – 5 pm

•Travel: Domestic travel required 

Roles & responsibilities

Strategic HR leadership

·Partner with business leadership and managers to understand business imperatives and articulate people priorities

·Play an integral role on the leadership team, bringing credibility and strong partnership methods and contribute to overall business decisions

·Drive the overall talent strategy to ensure that the business has the right talent to meet current and future business needs

·Influence and challenge business decisions from a people perspective, ensuring alignment with company culture and long-term goals

Compensation & benefits strategy

•Provide the business with relevant metrics, data and insights, to make HR related business decisions

•Work with the Comp. & Benefits team to implement a competitive and equitable compensation strategy that attracts and retains top talent

•Define the compensation philosophy and reward mechanisms to maintain competitive advantage and cost-effectiveness. Drive various compensation programs including pay for performance, incentive plans, compensation planning, for diverse job profiles.

•Partner with CH and CF Operations to define and adhere to compensation budgets for the year, while responding to the requirements of each capability with a diversified approach

•Ability to understand “big picture” business results and effectively apply a pragmatic and flexible approach to HR interventions to contribute to CH’s and CF’s continued success

 

Market intelligence & benchmarking

•Work with external agencies to conduct market research to understand industry trends, salary benchmarks and HR best practices for CH and CF capabilities.

•Partner with external consultants, industry bodies and leverage networks to gather relevant benchmarking data

•Define salary bands for the business based on internal and external market benchmarking in partnership with C&B

Talent management and succession planning

•Lead talent reviews, succession planning and career development initiatives for key roles and top talent within the business

•Enable performance management processes to ensure clarity, accountability and career growth for colleagues

•Coach leaders and managers on a breadth of topics to perform at optimal management strengths and capabilities

•Ability to build trust, respect and confidence of leadership and employees projecting as a fair, firm leader

•Liaise with Talent Acquisition/ other HR Business Partners to address talent attraction and retention issues/adapt to new demands of the business

Employee engagement and culture building

•Develop and execute initiatives to enhance employee engagement, satisfaction and retention

•Work closely with the CH and CF leadership to strategize and lead employee engagement initiatives, improve work relationships, build morale, increase productivity and develop and execute retention strategies 

•Champion IDE (Inclusion, Diversity & Equity) efforts, ensuring a culture of belonging and fairness

•Be the Culture Champion and evangelist

HR Operations and Process Optimization

•Provide the business with relevant metrics, data and insights, to make HR related business decisions

•Experience in the implementation of business transformation, strategic HR initiatives and processes

•Liaise with other functions  within HR and others such as Finance, Payroll and Legal team based on business requirements

 

Change Management & Business Partnership

•Support business through periods of transformation, M&A activities and organizational restructuring

•Develop change management frameworks to help leaders and employees adapt effectively  

This role is for you if you have  the below

Work experience

•18 – 20 years of progressive HR experience, with at-least 5 years in a leadership HR role

•Deep understanding of HR best practices, talent strategy, compensation frameworks and labour laws

•Experience within the professional services space would be an added advantage

•Proven ability to drive organizational change, influence senior stakeholders, and challenge business decisions

•Strong analytical skills with experience using HR data to drive insights and actions 

•Business focused mindset to help translate business objectives to people strategies

•Ability to collaborate and work with stakeholders across levels and teams.

•Ability to work in a complex business environment

•Excellent verbal and written communication skills

Qualifications

Educational qualifications

•Master’s Degree (MBA or equivalent) with specialization in HR