About the job

Description

 

Summary: Partners and consults with business leaders and client groups to develop and execute HR strategies that foster collaboration, organizational effectiveness, and the acquisition and retention of best-in-class talent. Guides leaders and associates on best practices and company policies/procedures for interviews, hiring, onboarding, associate development, performance management, and compensation and benefits. Mitigates risk to the company and ensures consistency and confidentiality in thorough investigations and resolutions of elevated concerns and associate relations issues.

 

Essential Job Functions:

 

• Recruiting and Onboarding: Partners with Recruiting counterparts to attract top talent to fill roles that support both current and future needs; works with leaders to determine new positions and openings; supports recruitment strategies that proactively develop a talent pipeline; maintains appropriate MIS as per requirement to track HC caps; works with hiring managers to develop comprehensive onboarding plans to ensure new associates are assimilating into their roles and the company culture.
• Succession Planning: Partners with leaders to build talent strategies for teams and individuals. Facilitates the Organization Leadership Review process by co-facilitating and leading talent meetings to identify top talent, address current and projected gaps, and guide the execution of individual development plans.
• Associate Terminations: Analyze exit interview data and provide feedback to business leaders; follows the appropriate termination process as dictated by the situation.
• Organizational Design: Partners with leadership to execute organizational structure changes to support business needs & ensures that organograms/associated documents are updated to reflect realities.
• Performance Management: Ensures the accuracy of associate performance reviews; identifies action items for associates; approve performance improvement plans, and support performance related issues, including exit strategies.
• Learning and Development: Supports growth and career development for associates within and across teams; partners with leaders and Learning and Development partners to identify gaps and deliver solutions; coaches leaders on techniques and strategies to develop their direct reports.
• Reporting and Analysis: Regularly reviews talent landscape of client groups; conducts turnover analyses; identifies reward and retention strategies based on organizational changes and compensation trends; works with leaders to report engagement survey results and identify actionable next steps and leadership commitments.
• Change Management: Implements and monitors changes to the business that impact associates; provides support and tools, including new job descriptions, learning approaches and communication to aid in the transition. Participates in, leads and/or manages cross-functional project teams.

 

Minimally Required Knowledge, Skills and Abilities:

 

• Cultural Engagement: Advanced knowledge of engagement tactics related to culture, diversity and inclusion, and advanced knowledge of different cultures, backgrounds and appreciation for the importance of having a diverse culture within the company.
• Labor Law and Compliance: Advanced knowledge of labor law as it relates to associate relations and employment practices.
• Process Improvement and HR Systems: Advanced knowledge and ability to navigate HR-related information systems and analyze data. Advanced analytical and trouble shooting skills. Ability to improve processes, promote excellence and demonstrate accuracy and thoroughness.
• Judgment: Advanced knowledge of and proven ability to make timely critical decisions based on analysis of the information presented from ambiguous or conflicting situations or when there is an associated risk.
• Project Management: Foundational knowledge of and ability to apply core project planning and management principles, guidelines and practices.
• Relationship Management: Advanced skills in building and maintaining effective co-worker and associate relationships in all interactions.
• Business Acumen: Advanced knowledge of the business structure, operations and key leaders to understand points of connection, alignment, standards and processes.
• Software Applications: Advanced knowledge of Microsoft Office applications, database and internet applications.
• Communication: Advanced oral and written communication skills using different forms of media. Ability to translate complex concepts to individuals at all levels.
• Customer Service Skills: Proven customer service skills.
• Organization, Planning and Multi-tasking: Advanced organizational and planning skills. Proven ability to set priorities, meet deadlines and multi-task with minimal supervision. Proven ability to coordinate activities.
• Self-Management and Teamwork: Ability to work independently or as a member of the team, ability to be detailed- oriented and consistently accurate, ability to manage stress effectively in a fast-paced environment, and ability to

 

quickly learn new systems, processes and procedures.

 

• Matrix Management: Ability to thrive in a matrixed organization.
• Confidentiality: Proven ability to maintain confidentiality on work-related issues.

 

Qualifications

 

Minimally Required Education, Training and Experience:

 

• Bachelor’s degree in any field; or a combination of education and work experience that yields the minimally required knowledge, skills and abilities
• Post-Graduate qualification in HR is preferable though not a mandatory requirement.
• Overall work experience of 12-15 years out of which atleast 5 years to be in HR business partnering function.
• Industry no bar
• What would be critical is the ability to integrate into VS&Co culture and the also the India HR team.

 

Other Information:

 

• Travel required: Need based.
• Uses cellular and desk phone; laptop or desktop computer