Job Title: HR Business Partner
Location: Noida
Job Summary:
HR Business Partner is responsible for overseeing various key HR functions including Performance Management, Talent Acquisition, Learning and Development, HR Operations, Employee Engagement, and Reward & Recognition. The role requires an individual who can work closely with business leaders to align HR strategies with organizational goals while fostering a positive workplace culture.
Key Responsibilities:1. Performance Management System (PMS):
- Develop, Implement, and Monitor PMS: Create and manage an effective performance management system, including setting KPIs, performance appraisals, and continuous feedback loops.
- Goal Setting: Guide managers and employees to set SMART goals that align with business objectives.
- Annual Appraisals: Oversee annual performance review cycles, ensure feedback is constructive, and recommend improvements.
- Employee Development: Identify performance gaps and recommend training and development opportunities.
2. Learning and Development (L&D):
- Training Needs Analysis: Conduct needs assessments to identify skill gaps and areas for growth at individual and organizational levels.
- Training Programs: Design, implement, and evaluate training programs to support career development, leadership, and employee skill enhancement.
- Learning Platforms: Manage both in-house and external training resources, including e-learning platforms.
- Succession Planning: Work with leadership to identify high-potential employees and build development plans.
3. Talent Acquisition:
- Recruitment Strategy: Develop and execute recruitment strategies to attract and retain top talent.
- Job Descriptions & Advertising: Create and update job descriptions, ensure they align with role requirements and organizational culture.
- Candidate Screening: Manage the end-to-end recruitment process from sourcing, interviewing, and selection to onboarding.
- Employer Branding: Enhance the company’s employer brand by showcasing the organization’s culture, benefits, and career growth opportunities.
4. HR Operations:
- HR Compliance & Policy: Ensure all HR processes comply with labor laws, company policies, and industry best practices.
- Employee Data Management: Oversee the management and maintenance of employee records, ensuring accuracy and confidentiality.
- Payroll & Benefits: Oversee the payroll process, benefits administration, and ensure timely, accurate processing.
- HRIS Management: Use HR Information Systems (HRIS) to track, update, and manage HR data and metrics.
5. Employee Engagement:
- Engagement Strategy: Design and implement strategies to increase employee satisfaction, morale, and engagement.
- Surveys & Feedback: Conduct regular surveys (e.g., pulse surveys) to gather feedback and make data-driven decisions.
- Culture Initiatives: Promote company values, diversity and inclusion programs, and team-building activities.
- Conflict Resolution: Address employee concerns, grievances, and disputes to maintain a positive work environment.
6. Reward & Recognition:
- Compensation Strategy: Develop and manage a competitive compensation strategy aligned with industry standards and internal equity.
- Incentive Programs: Design and implement employee reward and recognition programs, including spot awards, annual bonuses, and non-monetary rewards.
- Salary Benchmarking: Conduct salary benchmarking to ensure competitive compensation practices.
- Recognition Programs: Promote and implement peer recognition, service awards, and employee appreciation events.
7. Other HR Functions:
- Onboarding: Oversee the onboarding process for new employees to ensure they are well-integrated into the organization.
- Employee Well-being: Develop and implement initiatives that support employee health, wellness, and work-life balance.
- Diversity & Inclusion: Lead and promote diversity and inclusion programs to foster an inclusive workplace.
- Exit Interviews: Manage the exit interview process and analyze trends in voluntary turnover to suggest improvements.
Key Skills & Qualifications:
- Education: Bachelor’s/master’s degree in human resources, Business Administration
- Experience: Minimum of 5-7 years of experience
- Skills: Strong communication, interpersonal, and problem-solving skills. Ability to analyze HR data and translate insights into actionable strategies.
- Technological Proficiency: Experience with HR software (HRIS, ATS, Learning Management Systems, etc.).
