Job Requirements 1. Business Partnering & Manpower Planning • Collaborate with business leaders to understand workforce requirements based on growth plans and capability needs. • Analyze manpower data such as attrition trends, talent costs, and budgeted positions. • Support manpower planning discussions and workforce budgeting. • Assist leadership in finalizing manpower requirements and resource allocation. 2. Employee Experience, Career & Succession Planning • Partner with functional heads to identify critical roles and key talent. • Participate in talent review and succession planning discussions. • Support Individual Development Plan (IDP) creation and refinement. • Coordinate with Learning & Development teams to address training needs. • Drive career development and job rotation initiatives. 3. Performance Management • Facilitate goal-setting workshops and ensure alignment of individual goals with business objectives. • Monitor completion of goal-setting, reviews, and performance discussions. • Conduct goal audits to ensure compliance with organizational guidelines. • Coordinate performance calibration and promotion discussions. • Manage Performance Improvement Plans (PIP) and monitor employee progress. • Provide guidance to managers on performance management processes. 4. Employee Relations • Build strong employee connect and address grievances effectively. • Conduct investigations related to workplace concerns, misconduct, harassment, or policy violations. • Support disciplinary actions in accordance with company policies and labor laws. • Analyze employee engagement survey results and support action planning. • Conduct exit interviews and provide retention insights and recommendations. 5. Internal Consulting & Organization Development • Support organization design and restructuring initiatives. • Review workforce structures and recommend optimization opportunities. • Assist in designing and reviewing incentive programs. • Drive organizational development and change management initiatives. • Ensure effective implementation and sustainability of OD programs. 6. Recruitment & Selection • Conduct interviews and assess candidate suitability. • Coordinate hiring processes with recruitment teams and business stakeholders. • Participate in salary negotiations and offer discussions. • Review candidate documentation and ensure compliance with hiring guidelines. • Conduct onboarding and induction programs for new employees. Required Knowledge • Labor laws, statutory compliance, and employment regulations. • Employee relations and grievance management. • Disciplinary processes and workplace investigations. • Labor market trends and workforce planning. • Industry best practices in HR and employee engagement. • Productivity metrics and benchmarking. Key Stakeholders Internal • Business Leadership Team • Corporate HR Team • Learning & Development Team • Compensation & Benefits Team • Regional Sourcing Teams External • HR Consultants • Recruitment Partners Success Metrics • Adherence to HR process timelines. • Accuracy of manpower planning and workforce forecasting. • Quality of hires and candidate experience. • Employee engagement and retention levels. • Effective performance management execution. • Compliance with labor laws and company policies. • Successful implementation of organizational development initiatives. Work Experience Key Skills & Competencies • Business Acumen • Strategic Thinking • Relationship Management • Stakeholder Management • Influencing & Negotiation Skills • Problem Solving & Decision Making • Change Management • Employee-Centric Approach • Accountability & Ownership • Team Collaboration • Strong Communication Skills