The role of an HR BP would revolve around focusing on people's goals such as :About the Role:
- Partner with business leaders and hiring managers to understand and identify hiring requirements for employees at all levels
- Build a strong talent pipeline for current and future hiring needs using creative sourcing channels and out of the box thinking
- Overseeing and measuring recruitment metrics for monitoring performance (offer to join, hiring nps, candidate experience, attrition etc.)
- Partner with managers and employees to understand issues and help resolve through HR practices, processes, or policies.
- Cultivate partnerships with Functional leads to understand current issues and anticipate upcoming ones in order to provide timely HR guidance as needed
- Build Career roadmaps for CD Associates and Team leads using Capability Building and Talent Management tools.
- Designing Retention Practices : Grooming, Learning & Development, People Retention & Engagement
- Resolving Grievances : For all kinds of people related grievances HRBPs would be there to help. Continuous Climate Check & Anticipate Issues in advance : Improving ENPS, Regular Catch up with employees to understand the employee situation.
Skill Requirements :
- Experience of successfully supporting and partnering employees
- Hands-on experience in managing end to end recruitment
- Ability to work with Business and HR stakeholders
- Enjoys working collaboratively and in a team environment
- Strong interpersonal, communication, and people skills
We are looking out for someone who can come onboard to play this very critical and collaborativerole :
- HR professionals with 4 - 6 years of experience in a BPO background with a MBA in HR will be a right fit.
- Finally, but most importantly, Rebel is not a usual workplace. The following slides will give you a sense of our culture, how Rebel conducts itself and who will fit into the company.
- Please go through it before you make up your mind. It's not everyone's cup of tea.
