Core Roles & Responsibilities
Employee Listening & EWS Buildout: Design and integrate an Early Warning System (EWS) with barometer data to flag burnout, workload strain, and attrition risks across cohorts and locations. Translate feedback into Root Cause Corrective Actions (RCCA) with clear owners, timelines, and closed-loop employee communication.
Organisational Care & Total Rewards: Build an Organisational Care framework covering listening, structured check-ins, recognition, and well-being. Design and pilot a credible total rewards and well-being agenda linked to work intensity, flexibility, and career growth, measuring impact via EWS and retention metrics.
Manager & Leader Partnering: Advise leaders and managers to resolve people issues fairly and promptly. Equip managers with playbooks and trackers to manage workload, conduct, and feedback, while sharing broader sentiment themes with the HRBP Leader without breaching confidentiality.
Employee Relations & Fair Process: Handle first-level grievances, conflicts, and manager issues with discretion, due process, and thorough documentation (covering conduct, workload, and capability/capacity gaps), escalating high-risk cases to senior HR leadership on time.
People Data & Cross-Functional Governance: Own the Organisational Care and EWS dashboards to track open actions, escalations, and attrition risks. Partner with L&D to close manager capability gaps and coordinate with HR Operations when risks intersect with formal policy or disciplinary actions.
Key Competencies
Discretion & Judgment: High maturity, emotional intelligence, and strict confidentiality in a consultative setting.
Data-Driven Action: Connecting feedback and attrition signals to execute low-cost, high-impact interventions.
Pragmatic Collaboration: Agile stakeholder management focused on problem-solving over bureaucracy.