Duties & Responsibilities:
An HR Business Partner (HRBP) plays a critical role in aligning human resources strategies with the overall goals of the organization. They act as a bridge between HR and the business, ensuring that HR activities contribute to the company’s success. This content outlines the key duties and responsibilities of an HRBP, with a primary focus on recruitment, employee engagement, and general HR operations.
Responsibilities:
1. Recruitment (Primary Focus):
Talent Acquisition Strategy: Develop and execute recruitment strategies that align with the organization's short-term and long-term goals. This includes understanding the talent needs of each department and creating customized hiring plans to attract the right candidates.
Full-Cycle Recruitment: Manage the entire recruitment process, from job posting and sourcing candidates to interviewing, negotiating offers, and onboarding. Ensure a seamless and positive experience for both candidates and hiring managers.
Collaboration with Hiring Managers: Work closely with hiring managers to define job requirements, create job descriptions, and establish clear selection criteria. Provide guidance and support throughout the hiring process to ensure the best-fit candidates are chosen.
Employer Branding: Promote the organization as an employer of choice by highlighting its culture, values, and unique benefits. Leverage social media, job boards, career fairs, and networking events to enhance the organization's employer brand.
Diversity and Inclusion in Hiring: Develop and implement strategies to attract a diverse pool of candidates and promote inclusive hiring practices. Work towards building a workforce that reflects a variety of backgrounds, perspectives, and experiences.
Recruitment Metrics and Analysis: Track and analyze key recruitment metrics, such as time-to-fill, cost-per-hire, and quality of hire, to assess the effectiveness of recruitment strategies. Use data-driven insights to refine and improve the recruitment process continuously.
2. Employee Engagement (Secondary Focus):
Employee Engagement Strategy: Design and implement initiatives to boost employee morale, satisfaction, and retention. This includes organizing team-building activities, recognition programs, and other engagement efforts aligned with the organization's culture.
Communication and Feedback Channels: Foster open and transparent communication across all levels of the organization. Utilize tools such as employee surveys, focus groups, and regular check-ins to gather feedback and identify areas for improvement.
Recognition and Rewards Programs: Develop and manage employee recognition and rewards programs to celebrate achievements and foster a culture of appreciation. Encourage peer-to-peer recognition and highlight successes through internal communications.
Culture Development: Collaborate with leadership to cultivate a positive workplace culture that aligns with the organization’s mission, vision, and values. Promote inclusivity, diversity, and a sense of belonging among employees.
Onboarding and Integration: Ensure a smooth onboarding process for new employees by providing orientation sessions, assigning mentors, and facilitating integration into the team and organization. Continuously improve the onboarding experience based on feedback.
Training and Development: Identify employee training needs and coordinate learning and development programs to enhance skills, knowledge, and career growth. Encourage a culture of continuous learning and development.
3. HR Operations (Additional Responsibilities):
HR Policy and Compliance Management: Develop, update, and enforce HR policies and procedures in compliance with local, state, and federal regulations. Ensure employees and managers understand and adhere to these policies.
Employee Relations: Manage employee relations issues, including conflicts, grievances, and disciplinary actions, in a fair and consistent manner. Provide guidance to managers and employees on handling workplace issues and maintaining a positive work environment.
Performance Management: Support the performance management process, including setting performance expectations, conducting appraisals, and providing constructive feedback. Work with managers to identify and address performance gaps.
Workforce Planning and Analytics: Collaborate with business leaders to identify current and future talent needs. Develop workforce plans, succession plans, and strategies for workforce development. Use HR analytics to provide insights and recommendations on workforce trends.
Compensation and Benefits Administration: Assist in developing and managing compensation strategies, including salary benchmarking, benefit plan design, and total rewards communication. Ensure competitive compensation practices to attract and retain talent.
Data Analysis and Reporting: Analyze HR data to identify trends and provide insights that inform strategic decision-making. Prepare and present reports on key HR metrics, such as employee turnover, engagement scores, and recruitment effectiveness.
Change Management: Support organizational change initiatives, such as mergers, acquisitions, and restructuring efforts. Ensure employees are well-informed, prepared, and supported throughout periods of change.
Health, Safety, and Wellbeing Programs: Develop and promote health, safety, and wellbeing programs to ensure a safe and supportive work environment. Address workplace safety concerns and provide resources for employee wellness.
Requirements:
- Bachelor’s /Master’s degree in Human Resources or equivalent.
- More than 5 years of relevant HR experience (e.g., HR generalist, Recruiter, Employee Relations)
- Excellent communications skills.
- Strong Team management skills.
- Language: Strong Command over English, Hindi.
Working Conditions:
1. BYOD (Bring your own Laptop & Mobile)
2. Work location- Gurgaon