Senior Manager – HRBP- Mohali-20 LPA-12+years

Job Overview:

As an HR Business Partner (HRBP), you will be responsible for driving strategic HR
initiatives and providing expert HR support across the organization. This individual
contributor role will focus on enhancing employee performance, managing organizational
development (OD) efforts, developing and leading SAP SuccessFactors domain specific
implementations. Additionally, you will have oversight of internal communication strategies
and collaborate with leadership on the creation and implementation of HR frameworks. You
will work closely with teams across the business to foster a high-performance culture,
optimize talent management processes, and implement best-in-class HR solutions to align
with business goals.
Key Responsibilities:

1. Strategic HR Business Partnering:
    Collaborate with business leaders and department heads to align HR
   strategies with business objectives and ensure the effective implementation of
   HR programs.
    Act as a trusted advisor to leadership on talent management, workforce
   planning, organizational design, and employee engagement.
    Drive organizational change initiatives and ensure successful execution of
   key strategic HR priorities.
2. Employee Relations and Workplace Culture
    Provide proactive solutions to employee relations issues, fostering an
   environment of trust, respect, and open communication.
    Develop and implement strategies to support and enhance workplace culture,
   ensuring it is aligned with the company’s values and business goals.
    Achieve a reduction in employee grievances and complaints through
   preventive actions and effective conflict resolution.
    Ensure that the company maintains compliance with local labour laws and
   company policies across regions.
3. Performance Management:
    Lead the design, implementation, and monitoring of performance
   management processes, including goal setting, performance reviews, and
   feedback mechanisms.
    Provide guidance to managers on performance management best practices
   and coach them on delivering constructive feedback.
    Support talent identification and development through performance data
   analysis, ensuring a continuous feedback culture.
4. Organizational Development (OD):
    Partner with leadership to assess and enhance organizational effectiveness
   through targeted OD interventions.
    Lead initiatives related to employee engagement, culture change, and
   leadership development to foster a high-performance work environment.
    Conduct organizational assessments and recommend structural or procedural
   improvements to optimize business performance.
    Develop and implement OD frameworks that support business growth and
   enhance overall organizational health.
5. SAP SuccessFactors Implementation & Optimization:
    Lead the end-to-end implementation of SAP SuccessFactors HRIS, including
   configuration, testing, training, and go-live support.
    Ensure the seamless integration of SAP SuccessFactors modules (e.g.,
   Performance & Goals, Learning, Recruiting) into existing HR processes.
    Work with HRIS teams and business stakeholders to continuously optimize
   the SAP SuccessFactors platform and drive adoption across the organization.
6. Internal Communication Management:
    Develop and implement effective internal communication strategies to foster a
   transparent, inclusive, and aligned workforce.
    Ensure that key HR initiatives, organizational changes, and performance
   management updates are communicated clearly and effectively across all
   levels of the organization.
    Collaborate with internal communication teams to develop and disseminate
   messaging that promotes company culture, values, and employee
   engagement.
    Advise leadership on best practices for internal communication to enhance
   employee understanding and engagement.
7. Framework and Strategy Development:
    Lead the development and implementation of HR frameworks and strategies
   that align with the business goals, employee needs, and organizational
   objectives.
    Collaborate with senior leadership to design and execute long-term talent
   management strategies, including leadership development, succession
   planning, and employee growth.
    Continuously evaluate the effectiveness of existing frameworks and
   recommend updates or new approaches to drive operational excellence.
8. Employee Development & Talent Management:
    Design and deliver leadership development programs to cultivate future
   leaders.
    Manage talent reviews and succession planning processes to ensure a strong
   leadership pipeline and address critical skill gaps.
    Partner with managers to develop tailored learning and development plans for
   high-potential employees.
9. Change Management & Organizational Effectiveness:
    Lead change management initiatives that support business transformation,
   digitalization efforts, and process improvements.
    Work with cross-functional teams to foster a positive and adaptable culture,
   ensuring employees embrace change and thrive in dynamic environments.
10. Data-Driven Insights & Reporting:
     Utilize HR analytics and data-driven insights to influence decision-making and
    measure the success of HR initiatives.
     Regularly report on key HR metrics such as employee performance trends,
    engagement levels, and SAP SuccessFactors usage.
11. Compliance & Best Practices:
     Ensure HR practices comply with local labor laws and regulations.

 Keep up to date with industry trends and HR best practices to continuously
improve HR policies and processes.

Qualifications:
 Education: Bachelor’s or Master’s degree in Human Resources, Business
Administration, or related field.
 Experience: Minimum of 12-14 years of experience in HR, with a focus on strategic
HR business partnering, performance management, organizational development,
internal communication, and HRIS implementations (preferably SAP
SuccessFactors).
 Expertise:
 Deep understanding of Performance Management systems, Organizational
Development strategies, and Change Management.
 Proven experience in leading SAP SuccessFactors implementation projects
from start to finish.
 Strong internal communication management skills, with a demonstrated ability
to develop and execute communication strategies.
 Strong experience in developing HR frameworks and strategies to drive
business success.
 Experience working in the IT services or technology sector is preferred.
 Skills:
 Exceptional interpersonal and communication skills with the ability to
influence and build relationships at all levels of the organization.
 Strong analytical skills and the ability to make data-driven decisions.
 Excellent project management and organizational skills with the ability to
handle multiple initiatives simultaneously.
 Strong coaching and mentoring abilities for managers and leaders.
 Proficiency in HR software and systems (experience with SAP
SuccessFactors is a must).

Key Competencies:

 Strategic thinking and problem-solving
 Strong collaboration and relationship-building skills
 High emotional intelligence (EQ) and people-oriented mindset
 Change management expertise
 Ability to manage ambiguity and drive results in a fast-paced environment
 Expertise in crafting and executing communication strategies