HR Manager, Mumbai

Basic Function

Basic Function
This HR Business Partner ('HRBP') role is expected to provide advices to local management teams of client groups on people decisions, lead and facilitate change management, talent development and performance management processes, partner with managers in leading employee communications at local level, proactively listen to employees' feedback, continuously monitor and improve employee engagement by facilitating and working on employee engagement actions.
This HRBP is also responsible for major HR deliverables for his or her client groups, align Human Resources programs and activities with business objectives, lead major HR processes and deliver HR services in the areas of workforce planning, talent acquisition, employee relations, training and development, payroll and other backroom HR services, ensuring all the HR initiatives are performed in accordance with Corporate Guidelines while balancing the specific needs of local operations, and compliance with company policies, countries laws and regulations, with close partnership and collaborations with HR COE functions.

Roles & Responsibilities

Roles & Responsibilities

1. Drive embedding LYB company culture and Leadership principles. Lead by example and hold other people be accountable in demonstrating company values by taking actions and behaving LYB Way; Ensure all the HR process reflecting company values such as selection, rewards and recognition, performance management, and etc.; Drive an organizational culture that is compliant with company Code of conduct, inclusive, fair and free from any form of discrimination, and constantly monitor employee morale; Lead investigation of employee complaints and take appropriate actions.
2. Understand and anticipate business needs, lead and facilitate workforce planning process, and in charge of staffing and recruiting activities, and all employment-related initiatives, proactively managing headcount from "Notification of opening" to completion of requisition process. Provide guidance to local management in job descriptions and job design; Guide and support department leaders in talent selection, placement decisions, corrective actions, transfers, and employment actions.
3. Facilitate whole process of performance management; provide guidance and support to managers and employees on setting goals, keep employees accountable for their performance, ensure performance and development feedback process are in place; Ensure poor performance and misconduct are addressed. Provide information and training about company competencies which are important part of company performance management process.
4. Lead succession planning and talent review processes, identify talent retention strategy and actions. Use company core competencies to assess and develop talents. Partner with managers to develop talents through 70-20-10 approaches. Ensure critical know-how transfer and core functional competencies are built up.
5. Identify, develop, organize, deliver and coordinate development and training initiatives and programs that support leadership initiatives, and employee development. Lead and facilitate Individual Development Plan (IDP) processes; Closely involved in overseeing / reviewing / supporting the learning systems and processes, and manage the Training Records management systems to be properly maintained.
6. Partner with managers to create positive working environment, team working. Manage and ensure positive employee relations; Manage the communication of company strategies and policies to employees; Listen to employee's concerns & complaints,
7. Plans and supports teambuilding activities to support the positive environment working of employee. Develop action plans with management team to drive high levels of employee engagement.
8. Ensure country HR policies, processes, and programs are enforced in a fair and consistent manner. Makes recommendations for improvement or adjustments where necessary.
9. Provide support for salary survey, benefit analysis and plan design. Closely monitor salary and wage changes in the labor market, provide recommendations to COE team.
10. Manage country payroll, social security, provident fund and other HR operations; Monitor the quality of service; Ensure the data in the global SAP HR database is correct and up-to-date.
11. Support business and functions annual budget forecast process in related to annual labor cost; Manage HR budget.

Min. Qualifications

Education:

• Bachelor degree and above in Human Resource or Management Work Experience:
• Minimum 8 to 10 years working in HR BP and or HR operations roles
• Asian country HR experience is preferred.
• Being able to provide training, coaching and counselling
• Working knowledge of SAP, SuccesFactors and proficiency in Word, Excel, PowerPoint Technical Skills:
• HR Business Partner roles and skills
• Organizational Development tools and skills
• Knowledgeable in Labor Law
• Process Management and Project Management Languages:
• Excellent in written and spoken English

Preferred Qualifications

MBA in Human Resource Management.

Competencies