Assistant Manager HRBP

Looking for a dynamic HR Business Partner with 5-8 years of experience who can drive strategic business partnering and lead talent management initiatives across teams.

Key Skills:
Strategic HR Business PartneringTalent Management & DevelopmentStakeholder ManagementOrganizational EffectivenessResponsibilities:Strategic HR Business Partnering:Act as a trusted advisor and consultant to assigned business units and leadership, understanding their strategic objectives, challenges, and talent needs.Translate business priorities into actionable HR strategies and initiatives that drive business results and foster organizational growth.Provide expert guidance and support on a wide range of HR matters including workforce planning, organizational design, change management, and employee relations.Analyze HR metrics and data to identify trends, diagnose root causes of HR challenges, and propose data-driven solutions to improve business performance.Contribute to the development and implementation of company-wide HR policies, programs, and practices.Talent Management & Development:Lead and implement comprehensive talent management initiatives, including performance management cycles, talent reviews, succession planning, and leadership development programs.Partner with managers to identify key talent, assess development needs, and create tailored development plans to build a strong talent pipeline.Drive employee engagement initiatives to foster a positive work environment, enhance employee satisfaction, and improve retention.Oversee onboarding and offboarding processes, ensuring a seamless and positive experience for employees.Facilitate training and development programs to enhance employee skills and capabilities, aligning with organizational goals.Stakeholder Management:Build strong, collaborative relationships with senior leaders, managers, and employees across all levels of the organization.Effectively communicate HR strategies, policies, and initiatives to diverse audiences, ensuring understanding and buy-in.Influence and coach managers on effective leadership practices, performance management, and employee development.Address and resolve complex employee relations issues, grievances, and disciplinary matters with fairness and in compliance with legal requirements.Organizational Effectiveness:Collaborate with business leaders to optimize organizational structures and processes, enhancing efficiency and productivity.Drive change management efforts, guiding teams through transitions and ensuring smooth adoption of new initiatives.Promote and embed the company's values and culture, ensuring they are reflected in daily operations and employee interactions.Identify opportunities for process improvement within HR and across the business to enhance overall organizational health.