Business HR

• *Position Description**
• -----------------------

• *Business Division:**

CSM AgChem/CreAgro

• *Department:**

Human Resources

• *Location:**

Udaipur/Jambusar/Panoli

• *Position Title:**

Business HR

• *Level:**

Junior Management

• *Reporting to (Title):**

Lead – HR/Site HR Lead

• *Position Purpose**
• -------------------

The HR Business partner has been created to partner business in their operational initiatives. This position will help the business in the following ways:

• Strategic Partner – Supports the Lead HRBP in implementing division wise strategies
• Operations Partner – Works as a sounding board to measure and monitor existing policies and procedures
• Emergencies Partner – Provides immediate fixes to some emergencies
• Employee Mediator – Works with Lead HRBP and COEs to provide solutions to individual employee issues
• *Strategic Responsibilities**
• -----------------------------

• Provide inputs on the assessment pertaining to the leadership ability of young talent
• Understanding how HRBP can support the business
• Understanding the talent needs at Team Leader levels across the unit
• Provide feedback on various HR strategies
• Plan \& Prioritize across HR needs
• Proactively identifying short term talent issues before they impact the business
• Identifying critical HR metrics
• Provide feedback on the HR implications of strategic options
• Work with team on the strategy to develop the capability of the unit
• *Operational Responsibilities**
• -------------------------------

• Work with the hiring managers in ensuring talent gaps are met
• Do a pulse check on the various communication regarding organizational culture to employees
• Share inputs on employee attitudes within the unit and tracking trends in employee behaviours
• Provide inputs to the HR team to design HR programs to support organizational culture
• Work with the HR team to ensure that the business is updated on various HR initiatives
• To agree on service levels with business on an individual basis per case / project so that both parties have clarity about support needed/to be given and expectations
• To ensure data quality is maintained on the HR system, and provide people related information to Lead HRBP to enhance informed business decision making
• To contribute to the overall development of the HR function across PI
• *Financial Responsibilities**
• -----------------------------

• Understand Business goals for 1, 3 \& 5 Years
• Support in manpower budget preparation
• Highlight deviations in managing the HR Budget
• *People Responsibilities**
• --------------------------

• Support the Lead HRBP in leading small\-scale talent initiatives that may be conflict prone, such as performance calibration sessions, pay increase conversations, etc.
• Learning \& Development – Support Lead HRBP and functional SPOCs to Assess, Design, Deliver and Evaluate
• Manage the employee documents right from joining to exit
• Support the Lead HRBP in overall talent identification and development
• Supporting the career planning activity for scientists
• Support employee engagement processes
• Actively provide inputs in supporting the management of workplace stress
• Guide the business in goal sheet formulation and review
• Support Lead HRBP to ensure the full range of HR interventions are delivered to clients in the locality including; leadership and management development, performance management, reward and recognition, resourcing and recruitment, succession planning, etc.
• To identify people risks within the area and to work with Lead HRBP to mitigate these risks and to recommend remedial actions to close gaps/weaknesses and enhance performance
• *Education Qualification**
• --------------------------

MBA \- HR or equivalent from a premier B School

• *Work Experience**
• ------------------

4\-9 years of experience in delivering HR services in Business Partnering role with an organization of repute

• *Industry to be Hired from**
• ----------------------------

Agrochemical, Fine Chemical, Pharmaceutical, Other manufacturing and research based organizations

• *Functional Competencies**
• --------------------------

• Performance Mgmnt
• Talent Acquisition and On\-boarding
• Strategic Business Alignment
• HR Metrics Analysis
• Employee Engagement
• Training and Development
• *Interaction Complexity and Team Work**
• ---------------------------------------

• *Interaction**

• *Frequency**

• *Purpose of Interaction**

• *Internal:**

• Lead \- HRBP
• Hiring Managers and Business Leaders
• Corporate COEs, HR Team of different units

As and when required

People and process related

• *External:**

• Training partners
• Hiring partners
• Other vendors

As and when required

People and process related