Senior HR Manager, India

Position Summary:

The primary purpose of this role is to serve as HR leader in India and the subject matter expert in HR business partnership, HR country operations and employee relations matters across the organization.

This role will work closely with HR Director in the region on HR strategies and planning along with company business growth strategy in India.

This role will be the primary contact of business, manufacturing and functional leaders based in India. This includes responsibility for providing advice, guidance and create sustainable solutions to employees and organizational challenges.

This role must apply extensive knowledge of employment and labor laws, business and management, leadership competencies and LYB experience in order to make informed decisions and provide guidance to LYB management.

Responsibilities and Accountabilities:

• Strategically partner with business and functional leaders based in the country, provide advices, guidance and solutions in major organization and people decisions, to meet business needs and goals in short term and long term. Activities including but not limited to organization design, change management, workforce planning, talent acquisition and selection, talent development and learning, talent review and succession planning, performance management, talent retention and rewards, employee and industry relations, and M&A activities support.
• Work closely and co-operatively with the relevant global and regional HR Business Partners for business and functions to ensure global business and corporate functions talent strategies and plans are realized and achieved.
• Oversee and management of HR country operations according to LYB major HR processes OE (operation excellence) standards and compliance requirements. Manage employee information and data analytics.
• Collaborates with ER/IR COE function and Legal to create and sustain positive employee relations programs and best practices.
• Develop and support team members, ensure HR team in India are equipped with skills, tools, and process needed for implement HR goals and strategies. Provides process improvement support, knowledge base improvement suggestions, and coaching.
• Communicate company culture and values, design HR programs to support company culture. Embed company culture into major HR processes, lead by example and hold other people be accountable in demonstrating company values by taking actions and behaving LYB way; Lead employee engagement and DEI effort in India.

Area of Expertise, Requirements

•    This position requires an individual who has significant HR business partner, country HR operations, employee and labor relations experience, deep subject matter knowledge, and strong communication and interpersonal skills.
•    High-quality judgment and sound decision-making, highly analytical thinker and problem solver
•    20+ years’ experience in an HR Business Partner, Employee Relations in both manufacturing and corporate environment, including a minimum of 10 years’ experience in HR leadership role, preferably with large, publicly traded global companies.
•    Degree in preferably HR Management, Organization Development, or business management

LYB Competencies:

•    Build partnerships
Developing and leveraging relationships with colleagues, customers, suppliers, and stakeholders to achieve result.  Build relationships, fosters trust, work collaboratively.

•    Deliver results
Executing plans and work to ensure that strategic priorities yield measurable results and safe outcomes for the organization, employees, and customers.  Sets standards, drives high quality, take ownership and accountability, acts with integrity.

•    Drive innovation
Generating novel solutions and impactful improvements that create sustainability and measurable value for existing and potential customers.  Challenges current thinking, generate ideas, experiments to learn, advances ideas into action.

•    Grow capabilities
Creating a work environment where all employees can develop and realize their full potential, allowing the organization to meet current and future business challenges.  Owns personal development, applies knowledge to skill, takes risks in leaning, guides development.

•    Promote inclusion
Taking action to ensure that the capabilities and insights of all individuals are valued and include in ways that lead to organizational success, equitable outcomes, and a sense of belonging.  Creates psychological safety, conveys respect, integrates differences, acts as an ally

Critical Competencies/Behaviors

•    Organizational Agility - Knowledgeable about how organizations work; knows how to get things done both through formal channels and the informal network; understands the origin and reasoning behind key policies, practices, and procedures; understands the cultures of organizations.

•    Developing Direct Reports and others - Provides challenging and stretching tasks and assignments; holds frequent development discussions; is aware of each person's career goals; constructs compelling development plans and executes them; will take on those who need help and further development; cooperates with the developmental system in the organization; is a people builder.

•    Managerial Courage - Provides positive and corrective feedback to others which is delivered in a timely, direct and actionable manner; let people know where they stand and doesn’t hold back on things that need to be said; is not afraid to champion and stand alone on ideas, positions, or decisions

•    Drive for results - Can be counted on to exceed goals successfully; is constantly and consistently one of the top performers; very bottom-line oriented; steadfastly pushes self and others for results.

•    Building Effective Teams - Blends people into teams when needed; creates strong morale and spirit in his/her team; shares wins and successes; fosters open dialogue; let people finish and be responsible for their work; defines success in terms of the whole team; creates a feeling of belonging in the team.

•    Motivating Others - Creates a climate in which people want to do their best; inspires and empowers others to go above and beyond; invites input from others and shares ownership and visibility; creates strong morale within the team; shares wins and successes with others; fosters open dialogue; takes responsibility and holds self and others accountable for their work.

•    Process Management – Good at figuring out the processes necessary to get things done; knows how to organize people and activities; understands how to separate and combine tasks into efficient work flow; knows what to measure and how to measure it; can see opportunities for synergy and integration; can simplify complex processes; Proven attention to detail.

•    Ethics & Values – Adheres to LyondellBasell core values and beliefs during both good and bad times; acts in line with those values; rewards the right values and disapproves of others; practices what he/she preaches