Sr. HR Business Partner- E&P

Job Description

Job Role: Team Member - HR Business Partner

Job Role ID

SECTION I: BASIC INFORMATION ABOUT THE JOB ROLE

Job Role Variant: HR Business Partner

Manager Job Position: Team Lead - HR Business Partner

Job Position ID

Value Stream: PC&I

Job Family: Human Resources

Sub-Job Family: HR Business Partner

Grade/Level

Location:

SECTION II: PURPOSE OF THE ROLE

To assist in implementation of HR services, policies, and programs by partnering with relevant stakeholders in the designated area in order to build a high-performance culture that can attract, motivate, retain, and develop the right talent while ensuring alignment with the overall business objectives and PC&I strategy

SECTION III: KEY RESPONSIBILITIES AND ACCOUNTABILITIES OF THE ROLE

Responsibilities

Policies, Processes and Procedures

• Leverage thorough understanding of the systems, policies, processes prevalent and drive the ELCM process for business/ functions by ensuring database integrity. Act as custodian of employee master data maintenance and upkeep the system
• Respond to day-to-day queries raised by employees and ensuring database integrity and database correctness.
• Adhere to SLA decided for various HR processes and ensure required compliance target.
• Keep self abreast with leading practices & trends and contribute to the identification of continuous improvement of HR systems, processes and procedures
  
  

Business Liasoning

• Act as a partner to the business team by providing them with inputs on people implications of strategic plans and operational decisions
• Undertake proactive measures to address HR related matters in coordination with relevant stakeholders within the designated area; Highlight human resource related gaps in processes to the higher management and suggest actions to resolve them
• Provide inputs on team specific structures & manpower planning exercise for the designated area, to the HR Business Partner Team
• Liaise with relevant stakeholders and oversee HR-related compliance, regulatory, enterprise risk and corporate ethics requirements for the designated area in scope
• Act as a troubleshooter for associates within the team to address any HR related matters
  
  

Employee Relations

• Identify and action upon issues related to performance, behavior, or interpersonal conflicts between employees and management to maintain a harmonious work environment; Ensure employee discipline is maintained in adherence to the organization code of conduct
• Use effective communication channels to acknowledge and address grievances from employees anonymously
• Conduct thorough and impartial investigations into employee complaints, grievances, or misconduct allegations in compliance with company policies and legal requirements
• Support initiatives that foster a respectful and inclusive environment for all employees
  
  

Talent Acquisition

• Facilitate recruitment process in the designated area as per the approved staffing strategy and budgets to deliver growth ambitions
• Support in preparation of manpower plans and subsequent manpower budgets for the designated area after gathering inputs from the business teams
• Create role clarification documents for new positions; Update role fitment details such as role modification, cadre, salary, employment type (direct / contract) and share with the talent acquisition team
• Manage sourcing in partnership with relevant stakeholders; Provide inputs to the team to develop and expand sourcing through channels such as headhunting, social media, websites etc.
• Support in negotiating for closure and facilitate joining by close engagement with candidates that are offered across levels within the business
• On-board new hires into the business and support them through their on-boarding journey ensuring a smooth start in their role and easy assimilation into the team and overall culture
• Drive complete execution of the internal job posting exercise from sourcing, shortlisting, driving interviews to selection, ensuring meritocracy is maintained for the internal candidates
  
  

Talent Management & Development

• Ensure talent management, succession planning and leadership development in the designated area are aligned with the processes designed at the central level to support future leadership needs and to ensure attrition is managed effectively
• Identify training needs for soft and leadership skills for all teams across different levels within the designated area and share the input with the relevant stakeholders for design of relevant programs
• Contribute to the design, development and implementation of leadership development programs & customized training interventions for specific target groups (e.g.: trainees, engineers, project managers etc.)
• Drive the annual talent reviews including finalization and implementation of management action plans in collaboration with Talent Management central team
• Monitor effectiveness of talent interventions and provide inputs for corrective action for the designated area
  
  

Employee Retention & Engagement

• Engage with new hires and review attrition in the designated area periodically to highlight key engagement issues identified to the leadership and provide inputs to design corrective actions
• Drive employee interactions at periodic intervals for dissemination of relevant information and gather feedback for improvement, if any
• Facilitate the administration of Employee Engagement Survey and track implementation of Action Plans across teams within the designated area
• Lead design and implementation of engagement initiatives customized for the designated area and drive the implementation of CoE initiatives in partnership with own business teams to improve employee engagement and promote a high performance culture within the team
  
  

Performance Management & Compensation And Benefits

• Drive smooth & transparent process of Performance Planning, Reviews and Calibration across designated area with adherence to timelines to ensure a performance driven culture
• Suggest exceptions in performance for special approval by leadership; Plan and monitor implementation of planned separation of non-performers
• Support leaders in the designated area by providing inputs on compensation costs/trends (salary/incentive) and monitoring people costs
• Analyze benchmarking survey results conducted at the center in comparison with existing rewards policies to provide inputs on corrective actions required from an industrial or functional perspective
• Implement reward schemes drafted by the central team for incentivizing employees to attract & retain employees at market competitive packages and customize offerings for exceptional cases as per industrial or functional requirement
  
  

SECTION IV: SUCCESS METRICS

• TAT for open positions
• Onboarding Completion Rate
• No. of engagement initiatives rolled out
• Grievance Handling Resolution Rate
• Employee feedback on customized training & development initiatives / programs for high potential employees & critical roles
• % adoption of guidelines defined for consequences of performance management (promotions, merit increases, STI)
• Succession Planning for critical roles
• Adherence to established SLAs, policies and laws and regulations
• 100% organization management (OM) data integrity & accuracy / HR Data Accuracy
  
  

SECTION V: OPERATING NETWORK

Internal: Central HR team, Business/ Functional HR teams, Business / Department heads, Medical Services Team, Corporate Services Team, Security Services Team

External: Consultants & Vendors, Auditors, Government Authorities, Employee Representative Bodies

SECTION VI: KNOWLEDGE AND COMPETENCIES

Education Qualifications

Post Graduate Degree with a specialization in Human Resources

Experience

5 to 9 years of experience with at least 3 years of experience as an HR Generalist

Functional / Behavioral Competencies Required To Execute The Role

FUNCTIONAL COMPETENCIES

SECTION VII: CAREER MOVEMENTS

Feeder Roles: Associate - HRBP, Team Member - COE HR, Associate - IR

Possible Next Role Movement: Team Lead - HR Business Partner