Talentiser
Website:
talentiser.com
Job details:
This opportunity is with one of our client-leading in business consulting and global sourcing advisory firm that helps organizations set up and scale Global Capability Centers (GCCs)
Candidates having experience in Revenue Cycle Management operations company should only apply
Senior Consultant - HR Business Partner_ Shift(1pm to 10pm)
Hyderabad
Full Time
Experience Range 10 - 18 Years
Reporting to : CHRO
No. of Days working- 5
Role Summary and purpose
Senior HR Business Partner will act as a trusted advisor to senior leadership, providing expert guidance and support on all people-related matters. This role requires a seasoned HR professional with a proven track record of driving organizational effectiveness, leading large-scale change initiatives, and fostering a high-performance culture. The ideal candidate will possess deep expertise across the full spectrum of HR disciplines, including talent management, organizational design, leadership development, employee relations, and compensation and benefits.
Job Duties and Responsibilities
Primary (what they do 90% of the time)
Strategic HR Leadership: Serve as a strategic partner to executive leadership, aligning HR strategies with overall business objectives and providing expert counsel on organizational design, workforce planning, and talent management strategies to support long-term growth.
Executive-Level Advisory: Provide trusted advice and counsel to senior leaders on a wide range of people-related issues, including leadership effectiveness, organizational change, complex employee relations matters, and high-level talent decisions, influencing key business decisions.
Talent Management & Development: Lead and oversee comprehensive talent management strategies, including executive coaching, leadership development programs, high-potential identification, succession planning for critical roles, and workforce planning initiatives to build a robust leadership pipeline.
Change Management Leadership: Lead and champion large-scale change initiatives, providing strategic direction, developing comprehensive communication plans, and ensuring successful implementation and adoption across the organization.
Performance Management & Development: Oversee and provide managers and employees with tools and training to handle performance management, ensuring alignment with business objectives, fostering a culture of continuous feedback, address underperformance or misconduct through structured processes, such as coaching, disciplinary actions, or development plans.
Employee Engagement & Culture: Develop and drive innovative employee engagement strategies that foster a positive, inclusive, and high-performing work environment. Collaborate with leaders to design and implement initiatives that improve engagement and reduce turnover.
Data-Driven Decision-Making: Leverage HR data and analytics to identify trends, insights, and opportunities for improvement. Develop and implement metrics-driven solutions, programs, and policies that support business objectives and enhance organizational effectiveness.
Compensation and Benefits Strategy: Provide input on executive compensation and benefits strategies, ensuring alignment with market practices and internal equity.
Compliance and Risk Management: Ensure HR policies and practices comply with all applicable labor laws and regulations. Proactively identify and mitigate HR-related risks.
Industry Best Practices: Remain current on industry trends, emerging technologies, and best practices in HR, proactively identifying and implementing innovative solutions to enhance organizational effectiveness and maintain a competitive edge.
Employee Relations: Be a strategic advisor to leaders and managers, offering guidance on resolving complex employee issues to handle workplace conflicts, grievances, and disputes effectively to maintain a collaborative environment.
Unique Knowledge & Skill Requirement
Strategic HR Expertise: Develops and implements HR strategies aligned with business goals.
Executive Presence: Confidently influences C-suite, provides strategic counsel, builds strong relationships.
Business Acumen: Strong business, financial understanding; translates needs into HR strategies.
Change Leadership: Leads and manages large-scale organizational change initiatives successfully.
Problem-Solving: Strong analytical skills, identifies root causes, develops data-driven solutions.
Communication: Excellent communicator; conveys complex information to diverse audiences clearly.
Integrity: Handles confidential information with discretion and the utmost integrity.
Large-Scale HR Operations: Proven experience managing HR in organizations of 1500-2000
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