About the role

Role : Deputy Manager - HRBP

Job Purpose : Partner with Business to understand & drive the talent needs (involves effective implementation of all HR processes & policies) aiming at enhancing organisational effectiveness & helping business achieve its strategic and operational goals.

Key Responsibilities :

Talent Acquisition

To work with Function Head & other key stakeholders for Manpower planning
To ensuring timely hiring of resources with minimal lead time for an effective employee management cycle to achieve smooth operations in business
To ensure smooth on-boarding of talent across levels (Campus, Interns, Laterals, Senior Level)
To work on Org Structures; looks for opportunity to optimize the manpower. Industry benchmarking of structures

Talent Management

To ensure effective implementation of all HR practices (goal setting, mid year review, annual appraisal,) of Talent Management throughout the year to build meritocracy within the organization
Talent reviews: Work with key business stakeholders to review the talent for succession planning & career development perspective. Identify the possible career moves to ensure career growth of employees.
Design and implement ring fencing strategy for Key Talent/ HiPos
Complete the annual compensation review with the Functional Head and assigned compensation planner

Build future ready workforce with the right organization and inspired culture

Capability building of employees to build and nurture development charter of all employees so that they are more adept & prepared to achieve their business goals
Facilitate creation of Individual Development Plans (IDPs) for all employees through regular consultation with business managers
Organize technical & behavioural training programs (Vendor identification/Faculty identification/Content finalization/Feedback taking)

HR Operations and Automation

Provide necessary support to HR Ops team to manage day-to-day HR operations
Conducting Open house, capturing and handling the grievances and suggestion
Conducting exit interviews, Exit Analysis and monitoring Attrition rate & suggesting measures to improve retention

Inspiring Workplaces

Periodically assess whether current policies, practices, and procedures are inclusive and sensitive to the various cultures in Division/location and accordingly work with DEI team to promote inclusivity at workplace
Facilitate smooth implementation of special projects like Role Based Or, functional competency, global expansion etc.