HR Business Partner- Contract

This role will be responsible for providing generalist support intended to improve employee experience and to drive employee engagement. An incumbent has to be proactive in addressing inquiries related to HR policies, procedures and programs, collaborating with HRBPs for evaluating potential solutions,facilitating employee sessions, leading projects, and proactive process improvements to enhance the experience of employees.

• Performance & Talent Management:
• Year-End Review Process: Drive the end-to-end annual performance review cycle. This includes monitoring adherence to timelines, conducting sessions for employees, sending communications, providing support to managers and employees, and ensuring timely completion.
• Calibration & Talent Review: Organize, schedule, and facilitate calibration sessions with leadership to ensure fairness and consistency in performance ratings. Support the execution of the talent review process by preparing materials and documenting key outcomes in partnership with HRA.
• Employee Engagement & Recognition:
• Engagement Survey: Manage the annual Employee Engagement Survey process, from launch and communication to participation tracking and initial analysis of results to identify key trends.
• Recognition Programs: Lead the execution of our organization-wide recognition program ("Accolades"), managing the nomination and selection process, and coordinating the announcement and reward distribution.
• Engagement Initiatives: Collaborate closely with the employee Fun Committee and other internal groups to plan, coordinate, and execute engaging events and activities that foster a positive and inclusive workplace culture.
• Career Connect - Drive the 2nd version of career connect, responsible for program management and executing the CoE wide event.
• HR Systems & Process Integrity:
• System Readiness: Conduct User Acceptance Testing (UAT) and ensure the readiness of HRIS modules (e.g., Performance, Talent, Engagement) ahead of key launches.
• Process Improvement: Act as a subject matter expert for the processes you own, identifying opportunities for improvement and efficiency.
• 4. Data Analysis & Reporting: Data reporting on a weekly basis to multiple stakeholders such as -finance, TA, Ops etc.
• 5. Policy & Process Queries:Act as the 1st point of contact for any employee related queries on system, process and policies in order to reduce escalations to senior HRBPs & assist in development and implementation of human resource policies and procedures
• HR Communications Management:Draft and manage the communications calendar for all owned processes (performance reviews, survey launches, recognition program announcements), ensuring clear, consistent, and timely messaging to the organization.
  
  
  

Rational -

Company Size: The estimates are based on a mid-sized organization or business unit of approximately 800-1000 employees.

Process Maturity: Processes are established but require significant manual coordination, communication, and follow-up

Peak Periods: Activities like year-end reviews are cyclical and demand significantly more hours during peak seasons (Q4 and Q1).

Pre-Employment Screening

If your application is successful, your personal data may be used for a pre-employment screening check by a third party as permitted by applicable law. Depending on the vacancy and applicable law, a pre-employment screening may include employment history, education and other information (such as media information) that may be necessary for determining your qualifications and suitability for the position.