Talent Management Partner

Role & responsibilities

1. Business Partnering

• Review current productivity levels/ trends and act as advisory for Region / Business Unit on increasing productivity.
• Partner with the business on policies and processes related to New Hires and other employee changes.
• Maintain high visibility with leaders at the region / Business Unit and be their first point of contact for HR- related concerns.
• Anticipate HR issues / concerns by engaging with various stakeholders across the region / business and take focused action in mitigating the risks involved.
• Review and analyze metrics including data on attrition, retention and productivity and communication the same to regional business leaders.
• Conduct regular business meetings with Regional Heads to understand Talent/ engagement/ performance concerns with respect to existing employees.
• Develop effective partnership with employees, managers, leaders and ensure positive work environment by enhancing business performance through efficient business partnering.
• Identifying the pain areas of the vertical and devise interventions around it e.g. new joiner attrition
• Make regular visits to Branches and make a connect with all employees
• Ensure timely completion of monthly Town Hall sessions and distribution of Long Service Rewards

2. New Joiner experience, Retention & Off Boarding

• Connect with new joiners and track the 5, 30, and 60 days feedback of new joiners and devise interventions around the feedback.
• Engage with respective new joiners periodically to gauge their personal aspirations / goals as well as take stock of issues / concerns.
• Connect with the resigned employees to understand the reason for resignation and Implement retention strategies.
• Manage the Off Boarding process for resigned employees from the region (E.g., Separation Connect, Exit Interview and timely updation at BIMS).

3. Employee Engagement

• Driving employee survey (as an when required) for own functions while ensuring maximum participation.
• Evaluate potential employee challenges and address proactively to enhance employee satisfaction.
• Connects with employees - understand what's happening on the ground and lend support wherever necessary.
• Drive and oversee function level developmental initiatives through L&D team by providing required support and information on functions.

Preferred candidate profile

Functional Competencies:

• Excellent interpersonal skills.
• Proven track of driving HR processes and projects.
• Good stakeholder management skills with key stakeholders across levels and across businesses.
• Demonstrate the ability to apply analytical and logical thinking in gathering and analyzing data.
• Ability to appreciate and understand business situations and challenges and provide required HR support within the organizational framework.
• Strong analytical ability & eye for detail.
• Openness to travel

Behavioral Competencies:

• Must work well under pressure and within timelines.
• Ability to prioritize tasks and organize workload.
• Ability to lead and guide a team to help achieve business objectives.
• Should have partnered with business in prior work experience and demonstrated ability to implement talent management strategies.
• Must be open to Travel to branches across region (10 -12 days in a month).