Vertical Head HRBP Sales

Contribute to the development of HR strategy in alignment with the established business strategy define and develop the implementation roadmap including actionable interventions, budget allocations as well as outlining associated risks in discussion with the superior
Drive implementation of organization wide HR initiatives across business / functions and act as the point of contact for any issues / concerns advise business on critical people processes, highlight potential risks and assist them in mitigating the same to ensure strong alignment between business and people strategy
Analyse available human capital metrics to identify trends, anticipate risks / people grievances or specific concerns take appropriate action by deploying interventions, projects, etc

to deliver value to the business

Business Partnering

Understand the changing business strategy and conduct manpower planning for the business considering available resources, productivity parameters / constraints, etc.
Work along with the business teams to prepare the organization structure for the business to establish reporting relationships in order to complement the business strategy
Participate in regular business meetings with functional leaders and other business stakeholders to understand talent / engagement / performance concerns with respect to available manpower
Identify specific focus areas to support business from the people perspective, design interventions along with business case and discuss the viability with different stakeholders
Plan and execute defined HR interventions to support various business verticals / functions within the stipulated timelines while ensuring minimal disruption in business
Anticipate HR issues / concerns by engaging with various stakeholders across the business and take focused action in mitigating the risks involved

Talent management / Development

Take stock of developmental needs of the business with respect to capabilities / skills / competencies to achieve business results and prepare development plan to address the gaps take inputs from the business for successful implementation of the same
Drive implementation of succession plan for critical roles along with the business and monitor the progress of the same escalate concerns / issues to key stakeholders in timely manner
Analyze critical drivers to employee engagement and develop action plan to drive employee engagement / morale
Gauge attrition levels across the teams within business and analyse the drivers contributing to the same discuss with the business manager and design action steps to curb high attrition
Discuss and develop action plans (IDPs) for low performing employees along with the respective managers to enable performance improvement or action planned exits review the implementation of the same along with business managers on a periodic basis
Assess skill / competency gaps in the existing workforce and identify areas of improvement discuss with respective managers and share the information with L&D team for designing and implementing targeted training programs
Collaborate with business teams on special projects by understanding HR requirements identify opportunities for support and drive implementation of the same with the objective of adding value to the business

Employee Relations

Provide advice to business managers on HR issues and people decisions guide business managers on handling complex