1. Strategic HR Business Partnering
- Partner with business leaders to co-create HR strategies aligned to business objectives like scaling, new products, or market expansion.
- Influence and drive people strategy including workforce planning, role design, talent mapping, and succession planning.
- Provide thought leadership on org design, performance management, change initiatives, and cultural resilience.
2. Employee Relations & Conflict Resolution
- Act as the trusted point of contact for employee relations matters: grievances, disciplinary issues, investigations, and escalations, ensuring fair, compliant outcomes.
- Coach managers and employees during conflict or performance-related conversations; help facilitate resolution and follow up.
3. Performance Management & Talent Development
- Drive performance appraisal cycles: facilitate goal-setting, reviews, calibration, and development planning. Counsel managers on feedback and employee improvement plans.
- Partner with business and L&D teams to identify career development needs; launch upskilling, leadership or succession programs.
4. Employee Engagement & Culture
- Lead initiatives like town halls, pulse surveys, recognition programs, engagement events to strengthen employee experience.
- Interpret feedback and HR data: spot trends, churn risks, morale dip areas, and co-create action plans with leadership.
5. HR Operations & Compliance
- Maintain HR policies, audit adherence, compliance with regulations (e.g. local labor law, data protection, specific norms).
- Manage HRIS reporting, dashboards and analytics to provide insights that inform business decisions.
6. HR Projects & Change Management
- Lead or contribute to strategic HR initiatives: onboarding revamp, policy roll-outs, role restructuring, or digital transformation in HR.
- Support change management during organizational transitions like mergers, regulatory changes or technology roll-outs.
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