Associate Director - HRBP

You’ll Be Improving & Responsible For – 

• Business Acumen: You must maintain an understanding of the organization’s vision, mission, values, and goals. The expectation is to Understand RZP business, and products. Have a good understanding of the business priorities. Foresees long-term implications of decisions taken, overcomes problems, and adapts to situations.

• Excellent stakeholder management: You must understand a little bit of the political landscape. You need to be aware of what others are aware of, and the interests and focus areas of different business and HR leaders. In line with stakeholder management and communication skills, you should be effective in dealing with resistance. Build a strong rapport with key senior leaders within the business unit to establish a position as a thought partner. 

• Result Orientation & Problem Solving: Thinks 'out of the box and identifies innovative solutions in their efforts to achieve the organizational objectives. Foresees, plans, and utilizes available resources optimally.

• Own 3P’s: Owning the existing and contributing to future policy formulations. Should be able to connect business challenges to HR activities. Own all aspects of effectiveness in the employee lifecycle in the specific teams that the Business Partner is responsible for. Create reports to provide leaders with the necessary HR trend information to help achieve organizational objectives.

• Lead Org design, restructuring & Change management: Establish an understanding of the short- and long-term goals of planned organizational changes. Assess the HR implications of planned organizational changes. Diagnose the team dynamics that are at the root of team dysfunction. Implement team-based interventions that improve team effectiveness. To own various change management and organization effectiveness projects relevant to respective BU. 

• Driving Engagement & Retention: Measure employee engagement and morale. Partner to develop potential strategies, create work plans, and assess the impact and effectiveness to enhance employee engagement. Ensuring maximum participation, highest engagement, and success rate. Identifying potential attrition risks in the teams. Analyzing past attrition trends and preparing retention strategies for respective units, functions, and departments. Identify high-potential employees and work with their managers to develop career plans and provide them with the right opportunities. 

• Leadership development & Ensure Success Profiling: In addition to becoming leaders themselves, it’s imperative that you develop leaders within an organization and, when necessary, identify external candidates for leadership roles. Ensure a developmental planning process for high-potential individuals. All leaders should be evaluated based on how their expertise and performance align with overall business objectives. Partner to develop and implement an effective program for the early identification and tracking of leadership talent to drive business results and help the business scale.

• Drive learning & wellness Charters: Assess the merits of alternative strategies to create an organizational learning culture. Partner to implement learning and development programs that are relevant and effective. Partner to develop programs and initiatives that encourage employees to engage in wellness activities. Advocate for the merits of a proactive approach to mental health and psychological well-being to leaders and employees. Incorporate consideration of mental health and psychological well-being into HR initiatives.

• Solve for Communication, grievance, and relationship management: Ensure ongoing and deep connects with employees, managers, and leaders. Ensure regular connect cadence for effective communications within teams and between an employee and their manager. Help build networks and establish effective working relationships. Working productively with others Cope up with ambiguity, identify conflicts of interest, and stress the need to protect employee and organization interests. Be responsible for resolving conflict and inducing collaboration within and across teams. Negotiating solutions that balance the interests of all parties. Delivering persuasive communications that build agreement on a particular course of action.

You will be a good fit for this role if you are experienced and have

• 9+ years of proven HRBP experience in a fast-paced /startup environment

• Managed an HC Size of 300-500 Folks

• A Creator: Who obsesses about nurturing a high-impact, high-performance, kind culture. Very detail-oriented yet flexible approach to problem-solving.

• A growth mindset is one of your core personal values. You constantly seek feedback to improve yourself and those around you.

• Analytical mindset: you seek to understand and solve a problem and instinctively ask for data 

• Experience with core HR domains, including performance management, organizational design, talent management, compensation, and people partnering

• Demonstrates Ideating and producing Creative Content 

• Excellent people management skills

• MBA in HR Preferred from Tier A university