Job Description
Purpose of this role -
The HR business partner (HRBP) position is responsible for aligning Management objectives with employees and leaders across departments. The incumbent is expected to partner with business units by providing strategic guidance and assistance to Business Heads, Operational Head and Line managers/executives on people related issues that impact their business objectives. The incumbent is also responsible to guide employees on HR processes and resolve employee queries within specified TAT, to build connect with employees through different modes like Market Visits, Calls, forums, meetings etc. Act as the face of HR for respective business.
Key Responsibilities -
The HRBP would be responsible for supporting business, by identifying and developing solutions based on organizational priorities/needs. The incumbent will be responsible in supporting business objectives through Employee Engagement, providing support for Talent Management, manage employee lifecycle, Retention, and support HR Operations.
The individual needs to be knowledgeable and experienced in all aspects of HR generalist work and will be responsible for handling day-to-day employee issues and advising the management with suitable solutions wherever required.
Activities -
Employee Engagement –
- Drive employee engagement initiatives and facilitate forums to increase employee touch points, identify people challenges and take responsibility to assist as possible.
- Stays connected with employees and conduct regular 1-1 meetings with critical people and escalate risks.
- Be the first point of contact for any employee queries / grievances and be the face of HR for the region.
- Be visible across all levels and reach out to people to ensure all people issues are addressed.
- Conduct Market Visit within the business to create a platform for high employee morale and also educate employees on Policies and process impacting them.
- Create an environment for high synergy by addressing key issues and regular felicitation.
- Support teams to drive large engagement and developmental programs to create awareness, encourage participation and make FAPL a preferred employment option.
Business Engagement
- Facilitate skip level meetings to identify areas of improvement in various practices and propose appropriate solutions to aid process strengthening.
- / Initiatives
- Identify business related projects and HR initiatives in line with organisational objectives to address functional needs
- Partner with key stakeholders within the business to ensure that all HR projects and initiatives are appropriately communicated and implemented at the ground level
- Partner with other HR colleagues in the implementation of the strategic HR Plans at business level and initiatives at the organisational level to positively add value to both our business and employees.
Support Talent Acquisition
· Support the TA team and manage the recruitment needs in the business , ensure adherence to Talent acquisition guideline, manage the recruitment and selection process, negotiate, support TA team to roll out job offer and work closely with other departments to ensure smooth employee on-boarding.
Exit Management
- Conduct exit interviews, analyse attrition data and develop strategies to manage and reduce the attrition and council employee to retain critical talent.
- Manage all transactional activities for exiting employee in a structured manner to ensure in time settlement at all times.
- Provide necessary information to all departments to ensure smooth closure and minimal financial implication to the organisation.
Day to Day HR Transactions
- Ensure smooth transition in employee redeployment / transfer keeping in mind organisational, department and employee need.
- Ensure smooth closure to disciplinary cases reported to HR
- Support HR Operation to maintain correct and update MIS at all times
- Provide all employees with necessary guidance in the Performance Management Activities.
Skills required to perform position responsibilities & achieve results / outcomes:
- In depth knowledge of FMCG/Foods Industry
- Complete knowledge of HR Lifecycle
- Good analytical Skills
- Interpersonal Skills
- Service & Solution Orientation
Education:
- Graduate or Post Graduate in HR
- 10+ years of experience in FMCG HR, preferably Foods.
Personality & Traits Desired:
- High on integrity
- Result oriented and strong bias for execution
- Good planning skills
- Keen on trying new things with high impact
- High level of drive and initiative
- Keen learner and ready/willing to adapt to new environment