hr business partner

  • Submitting weekly reports about the process and analyse the performance and training need analysis.
  • Responsible for all HR activities within the Global Commercial Business Unit (B2B, Marketing and Growth), spread across 3 territories (~200 employees) to meet company goals, including; hiring & workforce planning, onboarding, performance, compensation processes, employee engagement & retention. 
  • Initiated HR processes for management level, on-going coaching, consultancy and feedback for all HR aspects. 
  • Supported the Talent Acquisition team in all recruitment aspects, in a rapidly growing organization. 

hr business partner

  • Developing recruiting strategies to meet current or anticipated staffing needs
  • Analyzing and modifying compensation and benefits policies to establish competitive programs and ensure compliance with legal requirements
  • Managing Employee Relations 
  • Monitoring and constantly improving employee engagement and promoting core values in all aspects of work 
  • Consulting and partnering in change management process 
  • Finding short- and long term solutions for performance and talent management challenges, including succession planning and competency models 
  • Coaching senior managers on leadership and performance.

hr business partner

  • Gather benchmark data about jobs, compensation and benefits
  • Map out salary ranges for our open positions
  •  Support data visualizations enhancements for HR and business clients 
  • Report on key recruiting metrics like time to fill and hiring costs
  • Assist hiring managers in designing hiring and training plans

hr business partner

  • Involved in the Preparation of training meet calendars and arranging the training meets with the training batches on regular intervals.
  • Actively involved in the employee engagement activities on Fridays.
  • Ensuring seamless delivery of HR support services, Disciplinary procedures
  • Employee welfare and engagement.

hr business partner

  • Joining Formalities (Documentation for new joiners )
  • Induction Session (Policy Session for the new joiners)
  • Statutory compliance related to PF, ESI & Gratuity
  • Employee grievance handling 
  • Administering the CAP policy ( CAP—Corrective Action Plans) for the employees
  • Initiating employee reference check with the vendor for the new joiners.
  • Initiating ex-employee reference check.

hr business partner

  • HR Business Partner for Retail Channels Categories – Exclusive Business Outlet (EBO), Large Format Retail (LFR) & Multi Brand Outlet (MBO). 
  •  Directly manage complete HR life cycle for 1100 CCAs and 120 ASMs. 
  • Managing Performance Management (Goal Setting – Mid Year Reviews, Performance Appraisals and Reward and Recognition) 
  • Involved in framing & Executing Competency based Training & Development programs for ASMs. (Framing of Indivisual Development  Programs)
  • Succession Planning & Talent management based on 9 Box Talent Pool  
  • Construct, facilitate & conduct Unit Level Engagement activities. 

hr business partner

  • Talent Management & Engagement, Retention, Learning & Development, Succession Planning, Compensation and Benefits, Operations, and Global Mobility. 
  • Worked as strategic “thought Partner” to Business Leaders for driving productivity, increasing the utilization with reduced cost and optimization of talent including monitoring business performance, set priorities. 
  • Ensured that the Organisation has active learning culture that combines with industry learning to deliver a high performing team and culture. Put relevant training and development Initiatives in place. 
  • Executed coherent workforce strategies within a demanding environment.  researched and analysed to identify trends and recommended solutions on workforce issues, innovation and technology to find improvements and efficiencies. 
  • Conferred with management to develop or implement personnel policies or procedures.

hr business partner

  • Serves as a link between management and employees by handling questions and addressing concerns. 
  • Conducts training programs, applying principles of learning and individual differences to help develop our frontline leadership team.
  • Plans and conduct new hire orientation to foster positive, welcoming attitude toward organizational objectives.
  • Addresses employee relations issues such as harassment allegations, work complaints, or other employee concerns.
  • Consults with management to better develop or implement personnel policies and procedures.

hr business partner

  •  Researched, analyzed & developed HR processes & policies keeping in mind the prevalent laws and that are aligned to the Client’s growth strategy, which also adds value to their business.
  •   Interacted and closely worked with MD, CEO, HODs, & Employees at Client’s place in order to get a thorough understanding of the business’s HR priorities.
  • Helped clients in conducting salary benchmarking for the entire organization as well as the salary correction if required. Derived the increment budget and the percentage on yearly basis. Drafted the compensation philosophy for couple of clients.
  • Designed& implemented structured Performance Management System along with designing the Role definitions documents for unique roles present in the organization, competency mapping & design of grade structure if not available.
  • Carried out analysis related to effectiveness of current organization structure, employee satisfaction levels, design of Hygiene and Employee Welfare Policies & schemes.
  • Ensured that all employees and managers are informed on the status of queries, issues, and concerns by compiling information relevant to the company.
  • Involved in improving employee training programs; conducted surveys to gain information on job satisfaction before analyzing the data and recommending solutions to company managers to boost labor relations.

hr business partner

  • Created sample talent scorecard to measure future bench talents, diversity, engagement and development/lateral movement 
  • Created Key Talent HR Rotation Program with PLT members 
  • Used data and visualization tools to influence thinking and frame discussions to COEs 
  • Initiated the project of Assisting Business in Hiring Retail Associates involving zero cost by collaborating with the NGOs like IL&FS.

hr business partner

  • Provided expertise within HR, labour issues, and WCB claim management. 
  • Consistently recognized for resolving complex problems and providing ideas to improve operational efficiency. 
  • Lead headcount reporting with a record of 100% accuracy for quarterly reporting to the executive team. 
  • Prepared reports and analyze data from human resource information systems for information reporting and support management decision making. 

hr business partner

  • Act as a partner for 3 Business Channels – EBO (Exclusive Business Outlets), LFR (Large Format Retail) & MBO (Multi Brand Outlets) regarding Recruitment, Performance Management, Employee Engagement, Learning & Development and Special Business Projects.
  • Assisted LFR business Channel in restructuring and designing the incentive scheme plan  for the Retail  Customer Care Associates which was successfully launched in September’ 19. 
  • Directly manage complete HR life cycle for 550 CCAs and 47 ASMs. 
  • Competency based Training and Developments. 
  • Talent Management based on 9 Box Talent pool 
  • Publish monthly Business Review Dashboards including manpower Budget Vs. Actual, Maintain Performance, productivity and attrition data of all employees in Business Function across India. 
  • Launched Development Center for all ASMs across channels – Competency based evaluation and generating IDPs.

senior hr business partner

  • Learning and DevelopmentInitiated the implementation of a structured LnD programExecuted a Needs Analysis to understand learning needs across the organization
  • Designed 3 courses on key managerial & leadership skills, customized to each vertical
  • Evaluated multiple MOOC platforms & initiated implementation of ‘Udemy for Business’
  • Support operations related to HR concern including benefits, payroll, performance and remuneration 

hr business partner

  • Process/Policy Design, Implementation, Optimization and Compliance (PK wide)
  • Process optimization and automation (PK wide)
  • Working on HR Analytics
  • Initiate CSR and engagement activities and events. 

hr business partner, asia

  • Performing reference and background checks.
  •  Clients- Future Group, Himalaya Wellness Division, Reliance Retail Ltd., Guiltfree Industries, TATA Croma, etc.
  • Rewards & Compensation (PK wide)
  • Compensation Surveys: Mercer, HRSG, EY, etc (PK wide)

hr business partner

  • Personnel Administration
  • Business Support
  •  Development and Talent Management
  •  Recruitment
  • General Affairs

senior hr business partner

  • Serve as a Coordinator between management and employees by handling questions, interpreting and administering contracts and helping resolve work-related problems.
  •  Manages and resolves complex employee and labor relations issues 
  • Provide day-to-day performance management guidance to line management (e.g, coaching, counseling, career development and disciplinary actions). 
  • Works closely with operations management and employees to build and to improve workplace relationships, build morale, and increase productivity and retention 
  • Provide HR policy guidance and interpretation 
  • Develop contract terms for new hires, promotions and transfers 
  • Provide guidance and input on workforce and succession planning 

hr business partner

  • Processing all change management associated with the various stages of the employee life-cycle database
  • Communicating employer information and benefits during screening process.
  • Completing timely reports on employment activity.
  • Negotiation in terms of Compensation.

hr business partner

  • Business Partnering (LHR and ISB)
  • Performance Management (Bonuses, Annual reviews PK wide)
  • Employee Engagement and Communication (LHR and ISB)
  • HR Ops and Services (PK wide)
  • Talent Management  (PK wide)
  • Interviewing/Recruiting (LHR and ISB)
  • Reporting and Analysis (PK wide)

hr business partner

  • Partnering with hiring managers to determine staffing needs.
  • Manage end to end recruitment process & posting of vacancies.
  • Searching & scrutinizing the profiles.
  • Making recommendations to company hiring managers.
  • Coordinating interviews with the hiring managers.
  • Following up on the interview process status.
  • Maintaining relationships with both internal and external clients to ensure staffing goals are achieve.