JOB DETAILS
Needs to have a general understanding of the ORG, business being supported and HR ACUMEN including PEOPLE Processes, people practices and the various org wide frameworks
• Work closely with the Global HRBP to implement a defined set of people actions to Successfully execute the business & PEOPLE strategy.
• Have intimate knowledge of the respective business teams and their needs to enable them to tailor solutions for the current business environment.
• Improve organizational performance and help enable a work environment conducive to building high performing teams.
• HAVE THOROUGH LOCAL MARKET INTELLIGENCE and Provide HR expertise, counselling and guidance on a wide array of business & people topics such as performance management, talent deveopment process, PEOPLE PROCESSES & PRACTICES, compensation, etc.
• provide leader support and enable the leader in the business transformation journey,
• Support organization design, org planning, restructuring activities to streamline and implement new organization structures, roles and/or processes as well as support the workforce evolution through the process
• Serve as a trusted advisor to identified business units or geography/ies on key people related issues
• Assess organizational health of the business unit in partnership with business and HR leadership, implement engagement strategies
• Support in driving & ensuring Smooth Execution and Implementation of People Processes and PEOPLE STRATEGY for the defined business unit/region in partnership with business and other COEs
• design/co-create people programs for the business based on their unique needs, key business goals while leveraging globally available frameworks
• Support a lifecycle approach to talent management focused on TALENT ENGAGEMENT, development, performance management, career / succession planning, talent mobility and retention, leveraging workforce analytics and insights
• Support implementation of change management strategies to support critical evolution of the business and achieve desired business results that are sustainable over time
• Coach line managers on leadership behaviors and practices, employee communication & engagement and talent development strategies and tactics to promote a culture of continuous growth and development
• work with the leader to devise retention measures and key talent actions
• be a culture enabler fostering inclusion, diversity, innovation and agility
COMPANY DETAILS
Needs to have a general understanding of the ORG, business being supported and HR ACUMEN including PEOPLE Processes, people practices and the various org wide frameworks
• Work closely with the Global HRBP to implement a defined set of people actions to Successfully execute the business & PEOPLE strategy.
• Have intimate knowledge of the respective business teams and their needs to enable them to tailor solutions for the current business environment.
• Improve organizational performance and help enable a work environment conducive to building high performing teams.
• HAVE THOROUGH LOCAL MARKET INTELLIGENCE and Provide HR expertise, counselling and guidance on a wide array of business & people topics such as performance management, talent deveopment process, PEOPLE PROCESSES & PRACTICES, compensation, etc.
• provide leader support and enable the leader in the business transformation journey,
• Support organization design, org planning, restructuring activities to streamline and implement new organization structures, roles and/or processes as well as support the workforce evolution through the process
• Serve as a trusted advisor to identified business units or geography/ies on key people related issues
• Assess organizational health of the business unit in partnership with business and HR leadership, implement engagement strategies
• Support in driving & ensuring Smooth Execution and Implementation of People Processes and PEOPLE STRATEGY for the defined business unit/region in partnership with business and other COEs
• design/co-create people programs for the business based on their unique needs, key business goals while leveraging globally available frameworks
• Support a lifecycle approach to talent management focused on TALENT ENGAGEMENT, development, performance management, career / succession planning, talent mobility and retention, leveraging workforce analytics and insights
• Support implementation of change management strategies to support critical evolution of the business and achieve desired business results that are sustainable over time
• Coach line managers on leadership behaviors and practices, employee communication & engagement and talent development strategies and tactics to promote a culture of continuous growth and development
• work with the leader to devise retention measures and key talent actions
• be a culture enabler fostering inclusion, diversity, innovation and agility