HR Strategy and Business Partnership:

Act as a trusted advisor to business leaders, providing HR guidance to align HR strategy with the business needs of the Delivery Center.
Work closely with management to understand business goals and challenges, translating them into actionable HR initiatives.
Support the implementation of HR programs, policies, and initiatives that drive business performance and culture enhancement.
Ensure that HR strategies are tailored to meet the unique needs of the Delivery Center and its employees.

Talent Management and Development:

Lead and facilitate talent management processes, including succession planning, talent identification, and leadership development programs.
Partner with managers to identify training needs, design and implement development programs, and enhance employee skills and performance.
Support employees in their career development, ensuring they have access to the right tools, resources, and opportunities to grow within the organization.
Work closely with learning and development teams to create programs that enhance skills and competencies across the Delivery Center.

Performance Management:

Guide and support leaders in managing employee performance, including goal-setting, feedback, and performance reviews.
Ensure performance management processes are executed effectively, driving a high-performance culture within the Delivery Center.
Provide coaching to managers to address performance challenges and help resolve any employee-related issues.
Collaborate with leadership to develop strategies for motivating and engaging employees and ensuring they meet business objectives.

Employee Relations and Engagement:

Foster positive employee relations through proactive communication, conflict resolution, and employee engagement initiatives.
Serve as a point of contact for employees to voice concerns and provide support in resolving workplace issues.
Implement employee engagement surveys, analyze results, and collaborate with business leaders to develop action plans to address any areas of improvement.
Develop initiatives to improve employee satisfaction, retention, and morale within the Delivery Center.

Workforce Planning and Organization Design:

Collaborate with leadership to assess current and future workforce needs, ensuring the right talent is in place to meet business objectives.
Support organizational design initiatives, including workforce planning, job role definitions, and restructuring activities.
Provide advice on staffing and resource allocation, ensuring the team is appropriately staffed and aligned with the business needs.

HR Compliance and Policies:

Ensure compliance with all HR-related policies, labor laws, and regulations, and maintain up-to-date knowledge of employment laws.
Work with legal and compliance teams to handle employee-related legal matters, ensuring that the Delivery Center adheres to local and global labor laws.
Implement and enforce HR policies and procedures in line with organizational and legal requirements.

Compensation and Benefits:

Support the implementation and communication of compensation and benefits programs to ensure competitiveness and equity.
Advise business leaders on compensation structures, salary reviews, and incentive programs for the Delivery Center's workforce.
Work with the compensation team to ensure that salary and benefit offerings align with market trends and organizational goals.

Change Management and Organizational Development:

Partner with business leaders to drive change management initiatives, supporting employees through transitions and fostering a culture of adaptability.
Promote a positive, inclusive work culture by encouraging diversity and inclusion initiatives across the Delivery Center.
Provide guidance on organizational effectiveness, helping leaders enhance team collaboration and performance.

HR Data and Reporting:

Collect, analyze, and report HR metrics to inform decision-making and track HR initiatives impact on business performance.
Provide insights on turnover rates, hiring trends, employee satisfaction, and other HR-related data to senior leadership.
Use HR data to recommend actions and improvements in HR practices to drive employee engagement and organizational success.

Education: Bachelor's degree in Human Resources, Business Administration, or a related field. A Master's degree or HR certification (e.g., SHRM, CIPD) is a plus.
Experience: 5+ years of experience in human resources, with at least 3 years in an HRBP role or a similar capacity.

Skills:

Strong understanding of HR functions, including talent management, employee relations, performance management, and compensation.
Proven ability to partner with business leaders to align HR strategy with organizational goals.
Excellent communication, interpersonal, and coaching skills.
Strong problem-solving and decision-making abilities.
Ability to manage sensitive employee relations issues and maintain confidentiality.
Familiarity with HR software (e.g., Workday, SAP, or similar platforms) and HR data analytics.
Knowledge of labor laws and employment regulations in the relevant jurisdiction(s).
Ability to influence and advise senior leadership on HR-related matters.