Job Description
The Account HRBP role is to partner with the business to come up with and effectively execute targeted HR interventions, people practices, talent strategies for the accounts and also to drive end to end execution of central HR processes in the Account.
Employee Engagement
- Drive Engagement through Regular Connects, skips, discussions
- Drive Top Talent Connects for the Account
- Execute initiatives that drive identified focus areas for engagement based on EPS scores
Drive Leadership Connects for the Account
- Onboard new employees into the account including lateral, campus and those who have moved in from other accounts.
- Career Management
- Enable career movements for employees in the account and create awareness of career paths
Attrition Management
- Proactive Retention
- Proactively connect with employees to ensure problems are addressed
- Reactive Retention
- Connect with managers, employees and conduct retention reversal discussions
- Guide exiting employees through attrition process and system transactions
- Run Talent Management processes for Account or for Vertical, BU/SL as a SPOC
- Drive executions of talent management processes in the account or anchor central HR processes as a SPOC for the Vertical/BU/SL
- Ensure process coverage across Account, track progress of completion and follow up to get it on track.
Performance Management
- Self-appraisal closure, reporting appraisal status, working with central teams for exceptions, defaulters
- Partner with account heads and business to support business strategy and provide HR support for business aligned projects.
Org Restructuring Support
- Rebadging/Reverse Rebadging
- Interact with client, legal, delivery teams to execute rebadging/reverse rebadging exercise
- Employee sensitization – Sensitize employees by executing communication and awareness sessions
- Provide support for org restructuring, salary grid revision if required
Lists the competencies required to perform this role effectively (Please refer Annexure for competency definitions)
- Strategic Alignment with business
- Talent Supply – Employee Mobility, job and pay design
- Leadership and key talent capabilities - Succession planning, Learning and development, assessment
- Performance review and communication, R&R
- Employee Relationship – Employee Communication, Benefits design and Employee Relations
- Operational Effectiveness
- Service Delivery – Employee Transactions, Legal/Statutory compliance and risk mitigation, vendor management
- Execution Excellence
- Passion for Results
- Effective Communication
- Stakeholder Management
- Client Centricity
- Problem Solving
- Collaboration