Manager, HRBP

Roles and Responsibilities

• People Strategy Ownership :
• Custodian for implementing the People Strategy within assigned business units.
• End-to-end ownership of the People Operations function (with support in Talent Acquisition and Development).
• Ownership of core PeopleOps processes within the assigned business units.
• Business Acumen :
• Maintain a strong understanding of the organization's vision, mission, values, and goals.
• Understand RZP business and products.
• Gain in-depth knowledge of the supported business function.
• Stakeholder Management :
• Work closely with Functional and Sub-Functional Heads to enable business outcomes through HR interventions.
• Identify opportunities for HR involvement and align stakeholders for successful execution.
• Result Orientation & Problem Solving :
• Take a solution-oriented approach with creative, effective, and practical solutions.
• Debug and identify root causes of issues with support.
• Demonstrate agility, ownership, and a results-driven mindset.
• Balance quality of work with timely delivery of outcomes.
• Own 3Ps :
• Drive the agenda of Policy, Process, and Practices in alignment with business needs.
• Improve HR efficiency through deep understanding and application of core HR processes.
• Talent Sourcing Partnership :
• Help the business identify and attract culture-fit candidates.
• Coach and guide interviewers and stakeholders for alignment in the hiring process.
• Change Management :
• Understand short- and long-term goals of planned organizational changes.
• Assess HR implications of changes and support implementation.
• Employee Engagement & Retention :
• Conduct regular employee connects for pulse checks and pain point identification.
• Analyze attrition trends and develop retention strategies for business units.
• Track and publish weekly reports on attrition, employee connects, and grievances.
• Drive engagement surveys and follow through with action planning.
• Performance Management :
• Partner with the business to align individual goals with strategic organizational objectives.
• Create and drive the timeline for performance management evaluations.
• Coach managers on goal-setting, expectations, and review quality.
• Ensure timely and calibrated performance reviews, fostering open communication.

Mandatory Qualifications

Skills Required

Publishing, Employee Engagement, Talent Acquisition, Performance Management