Develop a strong understanding of the assigned business unit, its operating model, priorities, and people challenges in order to design and deliver a business-specific people agenda.
Partner directly with business leaders to conceptualize and implement HR solutions, interventions, and initiatives that support functional and organizational goals.
Drive governance in collaboration with HR COE teams on critical people metrics and processes including Talent Review / OTR, Mid-Year and Annual Performance Management, Talent Acquisition, Retention, Employee Engagement, Workforce Productivity, and Cost Effectiveness.
Act as a trusted advisor to business leaders by providing coaching, counsel, and insights on organization design, talent capability, leadership effectiveness, employee engagement, and culture building.
Own and drive implementation of HR policies, processes, projects, and initiatives across the assigned business organization, ensuring consistency, adoption, and effective change management.
Collaborate with the Learning & Development team to identify capability-building needs, design development interventions, and monitor training effectiveness and business impact.
Work closely with line managers and employees to strengthen culture, embed people practices, and improve employee experience across the employee lifecycle.
Capture employee pulse through regular employee connects, one-on-one conversations, focus group discussions, and skip-level meetings; identify themes and recommend actionable solutions.
Partner with HR peers and functional stakeholders to drive organization-level and function-level HR projects, share insights, and contribute to continuous improvement of HR enablement across the organization.
Support managers in handling employee relations matters, performance conversations, career discussions, and retention risks with appropriate sensitivity and governance.
Propose and implement initiatives aimed at enhancing employee experience across channels, functions, and business teams.
Manage HR projects end-to-end by defining project scope, timelines, milestones, owners, success metrics, governance cadence, and reporting mechanisms.
Work closely with HR teams, business leadership, and cross-functional stakeholders to ensure timely execution of key HR initiatives.
Support creation, improvement, and standardization of HR processes, procedures, dashboards, templates, and governance mechanisms.
Track progress of HR projects, identify risks or dependencies, highlight delays, and ensure timely closure of action items.
Prepare project updates, leadership dashboards, review notes, and presentations for senior stakeholders.
Drive data-backed decision-making by analyzing HR metrics, employee feedback, attrition trends, engagement data, and other workforce insights.
Ensure strong documentation, follow-through, and structured communication for all critical HR initiatives.
