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    3 jobs found for Hr Business Partner

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      • mumbai g.p.o.
      • permanent
       Position - HR Business Partner Location - Mumbai   Key Responsibilities :  HRBP with good exposure to Learning and OD.Drive learning, engagement and OD interventions.Should have his own mind to think independently to identify right initiatives, and perseverance to implement it.The person should be open to be all-rounder.From good Institute. 5-7 years of experience. 
       Position - HR Business Partner Location - Mumbai   Key Responsibilities :  HRBP with good exposure to Learning and OD.Drive learning, engagement and OD interventions.Should have his own mind to think independently to identify right initiatives, and perseverance to implement it.The person should be open to be all-rounder.From good Institute. 5-7 years of experience. 
      • mumbai, maharashtra
      • permanent
      Position - Sr. Manager / DGM Talent Acquisition Location - Mumbai  Key  Responsibilities :  Leads talent acquisition process and policies that ensure timely and high-quality talent. Partners with business leaders to ensure governance for reliable and capable recruitment processPartners with business & functional leadership in the formulation, planning and implementation of human resources strategies / initiatives and policies for the vertical / sub organization. Leads a range of HR processes of talent management for a business vertical and is responsible for overall operational effectiveness / compliance with policies and legislation.  Partners with business manager / leaders evolve talent acquisition strategies, policies and intenal processes aligned to business objectives Defines and develops various IT tools for attracting, storing and evaluation of applicant pools to fulfill talent needs. Leads the entire life cycle of vacancy approval to job offer finalization and related communication process.Supervises a team of recruiters and ensure that the team is working closely with HR business partners / business managers / interviewers / supplier teams and candidate poolEnsures company’s employment brand is reflected in all communications including advertising in all types of media.Collaborates with respective business vertical / leadership to execute HR initiatives and tactics, with respect to current and future business goals/ objectives, in alignment with policy guidelines.Assists HR leader to execute and manages core talent management processes of talent acquisition, onboarding, development and assessment; performance management; competency and skill management; employee engagement & retention, training & development, leadership development; in alignment with HR strategies / policies and processes.Resolves conflicts and provides coaching and counseling on human resources matters to employees / managers and leaders.Ensures accuracy and completeness of workforce information in human resources information systems and provides reporting and analysis.Coordinates collection and submission of payroll inputs, employee benefits and overs HRIS – Payroll workflows for accuracy and completeness  
      Position - Sr. Manager / DGM Talent Acquisition Location - Mumbai  Key  Responsibilities :  Leads talent acquisition process and policies that ensure timely and high-quality talent. Partners with business leaders to ensure governance for reliable and capable recruitment processPartners with business & functional leadership in the formulation, planning and implementation of human resources strategies / initiatives and policies for the vertical / sub organization. Leads a range of HR processes of talent management for a business vertical and is responsible for overall operational effectiveness / compliance with policies and legislation.  Partners with business manager / leaders evolve talent acquisition strategies, policies and intenal processes aligned to business objectives Defines and develops various IT tools for attracting, storing and evaluation of applicant pools to fulfill talent needs. Leads the entire life cycle of vacancy approval to job offer finalization and related communication process.Supervises a team of recruiters and ensure that the team is working closely with HR business partners / business managers / interviewers / supplier teams and candidate poolEnsures company’s employment brand is reflected in all communications including advertising in all types of media.Collaborates with respective business vertical / leadership to execute HR initiatives and tactics, with respect to current and future business goals/ objectives, in alignment with policy guidelines.Assists HR leader to execute and manages core talent management processes of talent acquisition, onboarding, development and assessment; performance management; competency and skill management; employee engagement & retention, training & development, leadership development; in alignment with HR strategies / policies and processes.Resolves conflicts and provides coaching and counseling on human resources matters to employees / managers and leaders.Ensures accuracy and completeness of workforce information in human resources information systems and provides reporting and analysis.Coordinates collection and submission of payroll inputs, employee benefits and overs HRIS – Payroll workflows for accuracy and completeness  
      • bengaluru / bangalore
      • permanent
      Company: an European Automotive R&D centerEducation: MBA or EquvalentExperince:10-16 Years  Mission/Purposeof PositionThe HR Business Partner is the central point of contact for all HR topics  within his/her area of responsibility for managers and employees.By providing expert HR advice, the HR Business Partner creates a trust building partnership with his/her internal customers, develops solutions, plans and executes the implementation in order to ensure high quality HR work.The HR Business Partner is a strategic partner with his/her business clients (business team) and balances the role of being both a business and employee advocate. He or she ensures best fit and enables transformation. Task AreaMain Tasks                                                                         Strategic Partner- Enables both the short-term and long-term strategy of the local business clients  in line with corporate policies related to human relations, organizational and employee development by defining and implementing the appropriate HR strategic initiatives required to meet the defined business strategy (e.g.  Strategic Workforce Planning, HR Transformation)- Guides employees and supervisors in HR related matters (supports in decision making and acts as consultant). Leads them to the right point of contact and promotes the full portfolio of HR related services (e.g. payroll, data administration, recruiting- Consults with Centers of Expertise (CoE) regarding the full portfolio of HR related processes (e.g. Compensation & Benefits) and address business needs in direction of CoE- Ensures consistent application and compliance of defined HR Policies, Programs and Procedures- Actively identifies gaps, proposes and implements changes necessary to cover risks- Maintains the collaboration with all the stakeholders in line with the Balance of Cooperation (e.g. BU HR) Change Agent- Accompanies and implements (business) change projects in his/her area of responsibility together with management of respective organizational units and internal/external experts (if applicable)- Introduces/ implements new HR related services, systems & processes (from Shared Services and CoE's) into assigned organization- Leads and implements HR projects in the assigned area of responsibility- Participates in other business projects, representing with general HR knowledge to achieve the project deliverables- Consults and guides the organization through times of significant changes (e.g. digital transformation, VUCA world) and supports organizational development- Acts as a role models of our company values and culture.Employer Branding, Recruiting& Staffing- Implements and supports Employer Branding road map and acts as an ambassador- Works closely with Recruiting department, SSC Recruiting or external services for sourcing and selecting the best fit candidates- Supports Impetrates (e.g. on performance management and local requirements) and Expatriates (e.g. on salary topics and repatriation) based on International Mobility PoliciesTalent & Performance Management- Acts as a talent scout in the organization and provokes positive changes in the talent management- Drives readiness of talent through proper succession planning in line with the business needs- Supports and guides managers as well as individual employees in talent and performance management processes in accordance with country specific legal regulations, CoE guidance, and company guidelines- Ensures execution of talent management measures- Derives trends in development needs, alerts organization to critical areas for succession planning, etc.- Supports local programs (e.g. Onboarding, talent development)- Guides execution of TMOD Initiatives and measures (e.g. Project management) in area of responsibilityLearning & Training- Drives nominations for Leadership & Talent Development Programs for target groups in the area of responsibility- Drives competency management by identifying gaps and proposing (training) measures- Takes over the Learning Business Partner role (depending on size of location)- Steers and/or executes Vocational Training Management (depending on size of location)Compensation & Benefits- Executes Job Evaluation based on local, country or/and cooperation policies- Consults on Compensation Policies and Programs, Benefits & Pensions to assist business needs.- Steers and facilitates annual Salary ReviewLabor & Employee Relations- Acts as a single point of the contact for all topics (which are not covered by Shared Services) for the employees and managers in area of responsibility- Maintains individual Union & Employee Representative Relationships depending on country approach- Ensures compliance to all relevant regulations- Guides employees and superiors in employee relations conflict management- Responds to employee relation issues such as employee concerns, harassment and discrimination complaints.  Conducts internal investigations as necessary.- Acts as company representative towards external parties (courts, fairs, local networks, authorities..), if assignedHealth- Promotes health management regulations and programs and consults management and employees- Acts as an ambassador for at work health and well being initiatives- Drives measures if applicable HR Administration & Services- Ensures effective HR processes by collaborating with HR Operations regarding the full portfolio of HR related services (e.g. payroll, HR data..)- Ensures employee data accuracy- Ensures data availability and quality of the audit/compliance related records (i.e. record of compensation decisions, training certificates, exit interviews)- Monitors time management, ensures legal compliance and trigger actions if needed due to labor requirements- Takes over administrative tasks if it comes to customization and deviations from the standardReporting- Continuously evaluates performance according defined Key Performance Indicators (KPIs) and Operating Figures- Summarizes and completes reporting within the local Organization  and publishes reporting resultsHR continuous improvement of processes and IT systems- Collects and provides change requests towards Process Consultants to ensure effective HR IT systems​
      Company: an European Automotive R&D centerEducation: MBA or EquvalentExperince:10-16 Years  Mission/Purposeof PositionThe HR Business Partner is the central point of contact for all HR topics  within his/her area of responsibility for managers and employees.By providing expert HR advice, the HR Business Partner creates a trust building partnership with his/her internal customers, develops solutions, plans and executes the implementation in order to ensure high quality HR work.The HR Business Partner is a strategic partner with his/her business clients (business team) and balances the role of being both a business and employee advocate. He or she ensures best fit and enables transformation. Task AreaMain Tasks                                                                         Strategic Partner- Enables both the short-term and long-term strategy of the local business clients  in line with corporate policies related to human relations, organizational and employee development by defining and implementing the appropriate HR strategic initiatives required to meet the defined business strategy (e.g.  Strategic Workforce Planning, HR Transformation)- Guides employees and supervisors in HR related matters (supports in decision making and acts as consultant). Leads them to the right point of contact and promotes the full portfolio of HR related services (e.g. payroll, data administration, recruiting- Consults with Centers of Expertise (CoE) regarding the full portfolio of HR related processes (e.g. Compensation & Benefits) and address business needs in direction of CoE- Ensures consistent application and compliance of defined HR Policies, Programs and Procedures- Actively identifies gaps, proposes and implements changes necessary to cover risks- Maintains the collaboration with all the stakeholders in line with the Balance of Cooperation (e.g. BU HR) Change Agent- Accompanies and implements (business) change projects in his/her area of responsibility together with management of respective organizational units and internal/external experts (if applicable)- Introduces/ implements new HR related services, systems & processes (from Shared Services and CoE's) into assigned organization- Leads and implements HR projects in the assigned area of responsibility- Participates in other business projects, representing with general HR knowledge to achieve the project deliverables- Consults and guides the organization through times of significant changes (e.g. digital transformation, VUCA world) and supports organizational development- Acts as a role models of our company values and culture.Employer Branding, Recruiting& Staffing- Implements and supports Employer Branding road map and acts as an ambassador- Works closely with Recruiting department, SSC Recruiting or external services for sourcing and selecting the best fit candidates- Supports Impetrates (e.g. on performance management and local requirements) and Expatriates (e.g. on salary topics and repatriation) based on International Mobility PoliciesTalent & Performance Management- Acts as a talent scout in the organization and provokes positive changes in the talent management- Drives readiness of talent through proper succession planning in line with the business needs- Supports and guides managers as well as individual employees in talent and performance management processes in accordance with country specific legal regulations, CoE guidance, and company guidelines- Ensures execution of talent management measures- Derives trends in development needs, alerts organization to critical areas for succession planning, etc.- Supports local programs (e.g. Onboarding, talent development)- Guides execution of TMOD Initiatives and measures (e.g. Project management) in area of responsibilityLearning & Training- Drives nominations for Leadership & Talent Development Programs for target groups in the area of responsibility- Drives competency management by identifying gaps and proposing (training) measures- Takes over the Learning Business Partner role (depending on size of location)- Steers and/or executes Vocational Training Management (depending on size of location)Compensation & Benefits- Executes Job Evaluation based on local, country or/and cooperation policies- Consults on Compensation Policies and Programs, Benefits & Pensions to assist business needs.- Steers and facilitates annual Salary ReviewLabor & Employee Relations- Acts as a single point of the contact for all topics (which are not covered by Shared Services) for the employees and managers in area of responsibility- Maintains individual Union & Employee Representative Relationships depending on country approach- Ensures compliance to all relevant regulations- Guides employees and superiors in employee relations conflict management- Responds to employee relation issues such as employee concerns, harassment and discrimination complaints.  Conducts internal investigations as necessary.- Acts as company representative towards external parties (courts, fairs, local networks, authorities..), if assignedHealth- Promotes health management regulations and programs and consults management and employees- Acts as an ambassador for at work health and well being initiatives- Drives measures if applicable HR Administration & Services- Ensures effective HR processes by collaborating with HR Operations regarding the full portfolio of HR related services (e.g. payroll, HR data..)- Ensures employee data accuracy- Ensures data availability and quality of the audit/compliance related records (i.e. record of compensation decisions, training certificates, exit interviews)- Monitors time management, ensures legal compliance and trigger actions if needed due to labor requirements- Takes over administrative tasks if it comes to customization and deviations from the standardReporting- Continuously evaluates performance according defined Key Performance Indicators (KPIs) and Operating Figures- Summarizes and completes reporting within the local Organization  and publishes reporting resultsHR continuous improvement of processes and IT systems- Collects and provides change requests towards Process Consultants to ensure effective HR IT systems​

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