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BriefCase

People Business Partner (retail ) Job in Titan Company Limited

People Business Partner (retail )

Titan Company Limited 4+ weeks ago
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Job Summary Job Overview In this role, you will serve as a key link between employees and management, ensuring that business objectives are aligned with employee needs while driving all HR processes within your designated business unit. You will assess current and future business requirements, champion employee interests, and act as a change agent to facilitate business strategies. External and Internal Interfaces External Interfaces: Consultants Internal Interfaces: Regional Business Heads Regional Business Managers Finance Team Legal Team Other Corporate Functions Job Requirements Education: MBA in HR, preferably from a recognized institution Experience: 2-3 years as an HR Business Partner, preferably in retail or FMCG sectors Behavioral Skills: Big-picture thinking Business acumen Entrepreneurial mindset Relationship building Influencing for impact Leadership of diverse teams Accountability People-centric approach Curiosity Passion for products and categories Knowledge: Understanding of labor laws, regulations, and compliance Awareness of labor market trends Best practices in employee relations Grievance and disciplinary procedures Productivity standards and industry benchmarks Key Contributions to Processes HR: Business Partnering - Manpower Planning Collaborate with the business to determine manpower needs based on capability requirements and growth strategies. Present historical data on attrition, talent loss costs, and budgeted positions to aid in developing initial manpower estimates. Support the presentation of overall manpower requirements to senior management for finalization. Outcomes: Consolidated manpower plan Timely and accurate manpower finalization HR: Business Partnering - Learning & Development, Career and Succession Planning Identify employees who may benefit from career advancement and facilitate discussions with their managers. Collaborate with department heads to pinpoint critical positions and engage in talent review discussions to identify potential successors and leadership candidates. Refine Individual Development Plans (IDPs) and ensure training needs are met in coordination with the Learning & Development team. Outcomes: Updated IDPs and successor lists Identification of critical roles and job rotations HR: Business Partnering - Performance Management Facilitate goal-setting sessions to ensure alignment with business objectives. Ensure timely completion of the goal-setting and review processes through regular follow-ups. Conduct goal audits and oversee the performance review cycle, including calibration sessions. Outcomes: Effective goal-setting and performance calibration Adherence to timelines and guidelines HR: Business Partnering - Employee Relations Engage with employees to address grievances and manage escalations according to established guidelines. Conduct investigations into allegations such as harassment or fraud and report findings. Collaborate with senior stakeholders on disciplinary actions and monitor employee engagement scores for improvement. Outcomes: Effective grievance resolution Increased employee engagement and retention HR: Business Partnering - Internal Consulting Collaborate on organizational design initiatives to align structures with business needs. Evaluate manpower and organizational structure regularly, recommending changes as necessary. Review and update sales incentive schemes to ensure alignment with business challenges. Outcomes: Effective organizational design and incentive schemes Successful execution of organizational development initiatives HR: Business Partnering - Recruitment & Selection Oversee the recruitment process, ensuring alignment with job requirements and conducting candidate evaluations. Coordinate with relevant stakeholders to schedule interviews and assist in salary negotiations. Manage the onboarding process to familiarize new hires with the organization. Outcomes: Quality of hires and candidate experience Adherence to recruitment timelines and guidelines
Qualification :
MBA in HR preferably from a premier college
Experience Required :

2 to 3 Years

Vacancy :

2 - 4 Hires

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