Human Resources Business Partner

HR Business Partners (HRBPs) are strategic partners for leadership and management teams. They translate business strategy into HR plans and drive business performance by integrating and implementing HR strategy and delivering effective HR solutions. They are involved in organizational design, identifying levers and needs that yield business value. HRBPs play a key role in business and organizational transformation, supporting change management. They are responsible for managing all positions with special attention to critical positions (attraction, succession, skilling, etc.). They work with local HRBPs / ER teams by providing strategic guidance, expertise, and standardized approaches. This partnership ensures consistency in HR practices across the organization while enabling local adaptation to meet specific country needs.

The role is for HRBP for Global BPO accounts operating in Randstad Enterprise in India. The Global BPO accounts are large scale enterprise wide clients for whom Randstad does global delivery of defined business processes in the realm of talent acquisition. The accounts have large scale teams which are client and candidate facing and typically operate across shifts including night shift. The majority of Global BPO accounts in India have transitioned to GBS recently and there is considerable scope to harmonize HR practices within & across the accounts whilst maintaining the distinct employee experience.

Global Business Services:

The Global Business Services (GBS) provides standardized services across the recruitment lifecycle to our clients leveraging technology, process and language capabilities to create robust delivery.

Key Responsibilities:

• Strategic Business Partnering:

• Collaborate closely with business leaders to understand their strategic priorities and translate them into a robust people agenda.
• Lead talent and merit discussions, ensuring effective talent management and development within accounts.
• Identify strategic Key Performance Indicators (KPIs) related to human capital and contribute to their achievement.
• Manage and support organizational changes such as ramp-ups, resizing, rebadging, and redundancies, with support of the local ER team.
• Develop and implement action plans based on Randstad’s engagement survey, RIT analysis.
• Advise and coach leadership and management teams on people and organization topics (culture, change, etc.).
• Drive critical initiatives like people reviews, EVP, workforce management, and other strategic HR activities.
• Work with management to identify talent gaps, succession planning, and workforce development strategies.
• Help business leaders make data-driven decisions by using data and analytics to provide insights on workforce trends, retention, engagement, and other HR-related metrics.
• Play a key role in business and organizational transformation, leading change management efforts along with local HR/ ER.
• Collaborate with subject matter experts across the HR/Finance/Legal/Marketing functions, regarding HR related topics.
• be a driving factor behind training and development and onboarding initiatives, ED&I initiatives and the annual performance and talent review processes.

• Operational Execution & Continuous Improvement:

• Work collaboratively with Centers of Excellence (COEs) to design and implement HR policies and initiatives.
• Drive continuous improvement initiatives based on audit observations and feedback, activating various teams across HR/ global functions.
• Be approver for key HR and ITA processes and overall accountable for all people data and talent processes.
• Be the custodian for employee policies: introduction of new policies and modify existing ones in close collaboration with the responsible CoE.

• Employee Engagement & Recognition:

• Leverage various engagement opportunities to recognize employees and foster a positive and "delightful" work environment.
• Delivering the overall employee value proposition to employees working with business and ER teams. Champion recognition programs.
• Identify and nominate employees for relevant training and development programs.
• Serve as the escalation point for employee concerns and manage complex relations issues.
• Advise managers on performance management processes, including setting goals, providing feedback, and conducting appraisals.
• Ensure a continuous feedback culture to improve employee performance.

who will you work with

The Functional HR team consists of a HR support colleague, an HR/ ER advisor with whom you will work closely together, as well as the HR directors for the specific functions. Together you will

deliver best in class HR services to the business and our employees being a partner for (senior) management and global employees along the whole employee life cycle. You will report to global HR leader for GBS.

what you will bring

• 14+ years of relevant work experience with a solid foundation in HR knowledge and skills (e.g. employee lifecycle). MBA in HR
• experience working in an international environment, being able to collaborate with

stakeholders from different cultures

• being able to maneuver in a highly dynamic environment
• strong influencing and partnering: able to win respect and forge strong relationships
• strong mindset for continuous improvement
• Adept at operating strategically and with operational rigour
• comfortable with ambiguity/flexible approach, being able to adapt
• excellent communication skills (written and spoken), demonstrating active listening skills
• analytical mindset, able to extract the essence from data
• strong problem solver with a can-do mentality
• Location - Hyderabad, India

your competencies

Within Randstad we defined the following Human Forward Leadership competencies:

• delighting people: connect people (client, employees, society), building strong client relationships and delivering client-centric solutions.
• performing today and problem solving: resourcefulness securing and developing resources effectively and

efficiently.

• leading change: manages ambiguity operating effectively, even when things are not

certain or the way forward is not clear.

• securing the future: drives vision and purpose painting a compelling picture of the vision

and strategy that motivates others into action.

• strategic mindset: seeing ahead to future possibilities and translating them into breakthrough strategies
• creating clarity - showing line of sight: making sense of complex, high quantity and sometimes contradictory information to effectively solve problems and provides direction, is delegating and removing obstacles to get work done
• courage to challenge: shows courage and confidence to speak up skilfully, challenging

others even when they are confronted with resistance or unfamiliar circumstances