HRBP (Corporate Functions)
Main Responsibility:In partnership with the functional Leadership team formulate and implement an aligned people and organizational strategy that enables the effective delivery of functional and overall business objectives.
Drive organizational transformation by facilitating the stakeholders in formulation and implementation of associated change management plans, tools and techniques to achieve seamless transition and effective realization of the envisioned benefits.
Coach and develop functional leaders on people management capabilities to effectively lead their teams towards delivery of organizational and business objectives Lead and Coach HR team in deployment/implementation of Human Resources tactical plans, initiatives & activities in partnership with HR COEs to ensure functional synergies
Help in Identifying improvements opportunities to bring organizational efficiency & effectiveness that should be made within Organization in order to nuture a high performance culture / Organization.
Faciliate an integrated talent management approach with functional leaders ensuring availability of talent through succession planning, effective bench strenght utlization and implementation of Individual Developmental Plans as per the *** Talent Philosophy for all critical positions.
In colaborartion with functional leadership team, envision and design fit for purpose / future organziation and develop associated capabilities to ensure organizational readiness for upcoming business challenges.
Faciliate and enable initatives which nurtures, sustains and embed *** Culture and Values to accellerate employee engagement.
Advise functional leaders to help ensure that all employer-employee relationships in the organization are conducted in a way that complies with *** Human Rights standards, local laws and regulations.
Supporting a safety and wellbeing culture in the organization compliant with ***HSE standards, obligations, local laws and regulations.
Drive performance management strategies and process within assigned functions creating a high performance culture through differentiated reward strategy.
Implementation of corporate HRP strategy in alignment with overall Business objectives to ensure a productive, harmonious and complied working environment across CCI Pakistan. Procide gudance to senior leadership on HRP issues and Direct CCI Human Rights Policy and Ethics Code along with Legal team/Ethics Officer. Conduct Workplace Rights investigations to ensure timely resolution of complex employee and manager enquiries, grievances and requests that are escalated mainly via CCI Ethics line /Territory HR/Employees
Monitor & Review Employee Exit interviews & Feedbacks to identify trends, potential risk areas anddevelopment opportunities. Using this information, work collaboratively with Leadership Team to identify improvement areas related to culture, management style and company policies & procedures.
Lead recruitment process in alignment with COE and Service center across all Support functions to induct high potential talent having a mixture of ability to not only carry out the current job requirements but also exhibit potential for future roles.
Development and implementation of talent development plans and programs, in partnership with GO Talent Management, by analyzing and interpreting business and talent needs. Leverages Talent, Learning, and Analytics solutions for culture, talent management, employee, leader and manager excellence, and learning and development. Drive Learning & Development agenda on the onboarding, training and development of talent in the go to market space.
KPI:
Functional People Strategy for Corporate Functions, Talent Management, Learning & Development
Realization of transformational projects and initiatiaves in Corporate Functions, Talent Management, L&D areas
People process effectiveness surveys and # of capability enhancing sessions/workshops.
People process effectiveness surveys and # of capability enhancing sessions/workshops.
Benefit realization of HR projects which increase effectiveness in processes
''Talent Readiness Index; Bench Utilization IDP progression; People process effectiveness surveys; Diversity ratio''
''Strategic Workforce Plan and remedial actions to address current and envisioned gaps
Employee retention strategies and capability enhancing initatives
''Employee Engagement Scores Survey, cultural survey, grivences and Ethics complaints, Employee turnover , Employer of Choice Survey Index
Supplier Guiding Principles compliance, no. of Grievences, self audit scores
***Safety Maturity Index & embedding of Well being initatives Effectively cascading performance management processes
''Training & Awareness of Employees implementation of DC Decision on Ethics and HRP Non Compliance '' '' ''
ompliance to Talent Aqusition SLA