Eligibility: Want candidate from similar industry experience like KPO.
Experience: 3+ Years of relevant experience in HRBP.
Desired Skills
- Strong understanding of HR functions, including performance management, talent development, employee relations, and change management.
- Proficient in HRIS and data analysis with the ability to translate data insights into actionable strategies.
- Excellent interpersonal, negotiation, and conflict-resolution skills.
- Ability to work effectively with all levels of the organization and build strong, collaborative relationships
Job Description
- Employee Engagement Activities: Design and implement engagement programs, Monitor, and analyze engagement metrics
- Corporate Social Responsibility (CSR): Plan and execute CSR initiatives, Promote, and integrate CSR values
- Recognition and Rewards (RnR): Develop and manage reward systems, Organize RnR events
- Festival Celebrations: Plan and organize festive events, Ensure inclusivity and cultural diversity
- Skip-Level Meetings: Facilitate meetings between employees and senior management, Address feedback and insights
- Induction & Onboarding: Design onboarding programs, Conduct new hire orientation and training
- Report and MIS: Prepare and analyze HR reports, Track, and report on key HR metrics
- Grievance Management: Handle and resolve employee grievances, Implement solutions, and ensure compliance
- Performance Management: Oversee performance appraisal processes, Provide guidance on performance improvement plans
- Compliance and Policy Management: Ensure adherence to employment laws and regulations, Update and communicate HR policies and procedures
- Employee Feedback and Surveys: Conduct regular employee surveys to gather feedback, Use survey results to drive improvements in HR practices
- Attrition Analysis: Track and analyze turnover rates and trends, Identify patterns, and causes of attrition through data analysis and exit interviews.
- Retention Strategies: Develop and implement strategies to improve employee retention, such as enhancing job satisfaction, career development opportunities, and competitive compensation packages. Address specific issues contributing to high attrition rates, such as poor management practices or lack of growth opportunities.
- Exit Data Utilization: Use data from exit interviews and employee surveys to drive strategic changes in HR practices and policies, Regularly review and update attrition management strategies based on new insights and evolving organizational needs
Qualification:
- Bachelor’s degree in human resources, Business Administration, or a related field; Master’s degree or HR certification preferred
- Language Proficiency (If Any) : Well conversant in verbal and written English communication
- Required Certifications (If Any) : Excel
- Computer Proficiency & specifications : Sound knowledge of MS Office, mainly MS Excel and Outlook
