Human Resources Business Partner

Job Description

Proposed designation: Director

Role type: Supervisory

Geo to be supported: Corporate

Work timings: 9 am 5 pm

Travel: Domestic travel required

Roles & responsibilities

Strategic HR leadership

Partner with business leadership and managers to understand business imperatives and articulate people priorities

Play an integral role on the leadership team, bringing credibility and strong partnership methods and contribute to overall business decisions

Drive the overall talent strategy to ensure that the business has the right talent to meet current and future business needs

Influence and challenge business decisions from a people perspective, ensuring alignment with company culture and long-term goals

Compensation & benefits strategy

Provide the business with relevant metrics, data and insights, to make HR related business decisions

Work with the Comp. & Benefits team to implement a competitive and equitable compensation strategy that attracts and retains top talent

Define the compensation philosophy and reward mechanisms to maintain competitive advantage and cost-effectiveness. Drive various compensation programs including pay for performance, incentive plans, compensation planning, for diverse job profiles.

Partner with CH and CF Operations to define and adhere to compensation budgets for the year, while responding to the requirements of each capability with a diversified approach

Ability to understand big picture business results and effectively apply a pragmatic and flexible approach to HR interventions to contribute to CH's and CF's continued success

Market intelligence & benchmarking

Work with external agencies to conduct market research to understand industry trends, salary benchmarks and HR best practices for CH and CF capabilities.

Partner with external consultants, industry bodies and leverage networks to gather relevant benchmarking data

Define salary bands for the business based on internal and external market benchmarking in partnership with C&B

Talent management and succession planning

Lead talent reviews, succession planning and career development initiatives for key roles and top talent within the business

Enable performance management processes to ensure clarity, accountability and career growth for colleagues

Coach leaders and managers on a breadth of topics to perform at optimal management strengths and capabilities

Ability to build trust, respect and confidence of leadership and employees projecting as a fair, firm leader

Liaise with Talent Acquisition/ other HR Business Partners to address talent attraction and retention issues/adapt to new demands of the business

Employee engagement and culture building

Develop and execute initiatives to enhance employee engagement, satisfaction and retention

Work closely with the CH and CF leadership to strategize and lead employee engagement initiatives, improve work relationships, build morale, increase productivity and develop and execute retention strategies

Champion IDE (Inclusion, Diversity & Equity) efforts, ensuring a culture of belonging and fairness

Be the Culture Champion and evangelist

HR Operations and Process Optimization

Provide the business with relevant metrics, data and insights, to make HR related business decisions

Experience in the implementation of business transformation, strategic HR initiatives and processes

Liaise with other functions within HR and others such as Finance, Payroll and Legal team based on business requirements

Change Management & Business Partnership

Support business through periods of transformation, M&A activities and organizational restructuring

Develop change management frameworks to help leaders and employees adapt effectively

This role is for you if you have the below

Work experience

15 20 years of progressive HR experience, with at-least 5 years in a leadership HR role

Deep understanding of HR best practices, talent strategy, compensation frameworks and labour laws

Experience within the professional services space would be an added advantage

Proven ability to drive organizational change, influence senior stakeholders, and challenge business decisions

Strong analytical skills with experience using HR data to drive insights and actions

Business focused mindset to help translate business objectives to people strategies

Ability to collaborate and work with stakeholders across levels and teams.

Ability to work in a complex business environment

Excellent verbal and written communication skills

Qualifications

Educational qualifications

Master's Degree (MBA or equivalent) with specialization in HR