People Success Partner

Job Overview

The People Success Partner is an athlete role for HR professionals. The role calls for a very high degree of ownership: from identification of problem statement to designing and implementing solutions in a dynamic, changing business and employee environment. The role requires both deep thinking as well as agility of actions. It involves high degree of interaction with stakeholders – the leadership team as well as employees. The person is expected to bring in empathy as well as social and interpersonal skills. Given the stage the organization is, this role requires the person to be strategic, bring in outside-in view, gather bottoms-up feedback and drive charters with tremendous respect for execution.

Job Responsibilities

HR Team and Processes

Keeps a tab on the pulse of the people by leveraging various sources (HealthCheck, pulse surveys, exit interviews, etc.) and drives effective programs that continue to improve engagement and the people experience
Advises key stakeholders on ways to reinforce and strengthen culture, community and engagement
Partners with business leaders on issue identification, action planning, and office engagement initiatives
Participates in and supports recognition programs and communications
ersees employee relation issues which may include: intake, investigations, conflict resolution session(s), and actioning any next steps
Create and Analyze HR metrics time and again to make effective decision
Assist in the compensation annual revision process and help maintain pay plan and benefits program
Drive analytics to provide insights to leadership on the internal/external trends and movements in compensation
Assist in the compensation annual revision process
Bring in attrition control measures

Engagement & Culture

Drive compelling employee engagement initiatives regularly and build powerful connect with the employees
Liaises across HR teams to support stakeholders with specific issue area (onboarding, orientation, people guidelines, POSH etc.)
Develops and communicates people guidelines, policies and procedures
Works with other HR team and other corporate function to create and maintain best practices that drive shared outcomes and deliver strong impact/ positive customer experience
Provides mentorship, coaching and guidance to broader HR team
Serves as a change management agent/champion

Employer Branding

Strategic thinking: Build employee value proposition based on drivers for attraction and retention of talent.
Support Talent Acquisition to attract best talent by creating content for candidate pitch about employee value proposition and driving social media campaigns and web presence. This requires partnership with marketing/internal communication teams.
Build internal newsletters to champion success stories from business and employees

Performance & Coaching and Learning

Provides expertise and partners with the business leaders and performance management team to validate performance information, promotion recommendations and coaching activities
Supports leadership sessions and communications about performance and promotions
Is a sounding board/expert for stakeholders on coaching needs that derive from the annual planning and performance management processes
May lead performance management follow ups for Managers and junior team members
Is a champion to create a culture of ongoing feedback and high performanceProfessional Development Coaching & Mentorship
Works closely with the Business partners to identify training needs and areas for improvement
Providing direction for setting of KRAs/ Goal Setting to employees and execution of Performance Management system
Assess training needs to apply and monitor training program

Desired Skills

Ability to meet or exceed talent acquisition metrics including individual productivity targets, diversity and client & candidate satisfaction.
Team player, highly responsive and customer focus orientated and strong organizational and planning skills
Strong interpersonal, written and oral communication skills
Solid understanding of HR compliance
High level of accuracy and attention to detail
Ability to maintain high level of confidentiality and work with highly sensitive data and information
Experience working in a fast-paced and changing environment
Strong mental agility and problem-solving skills
Demonstrated ability to establish key relationships with business leaders and develop strong credibility