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About the Role: With a can-do attitude, you will deliver high-quality, strategic and operational HR leadership to enable the successful delivery of our organizations people goals. You will take ownership of building and promoting an inclusive workforce to help us attract the best talent. You will ensure we continue to collaborate, innovate and provide an exceptional service and employee experience to our workforce.
You will partner effectively with your region’s Commercial Business MDs, Management Teams, People Manager and employees, taking direct guidance from HR Head; and the Global HRBP to contribute to the success of business imperatives by driving a strategic and operational People Agenda focussing on ‘attract, develop and retain’. The role is a single point of contact for all matters related to HR and will represent the face of HR to the business. You will work with various Centres of Excellence (for e.g. Talent Management, Talent Acquisition and Total Rewards) and will be responsible for delivering a service which aligns business and functional objectives within the respective business units/departments.
The local HRBP offers advice and support on all matters from the attraction, development, retention, engagement and management of the local workforce, and acts as a change agent. The Local HRBP takes ownership for setting and maintaining local HR policies and practises together with the respective CoE’s to ensure all local RELX employees have consistent HR experience and a “”go-to”” HR person.
Local HRBP for the population of the Business Unit(s)Be a key contact for managers and employees in country and Global HRBP’s for the respective BU. Provide responsive, proactive, trusted and credible advice and HR solutions on people practices.
Have solid project management skills and ability to shape and deliver complex change initiatives and programs
Have a natural ability to engage, influence and build relationships with stakeholders and teams across our organization
Show deep commercial understanding, business pragmatism and a tactful consultancy approach
Demonstrate excellent written, verbal and presentation skills including communicating complex content to a range of audiences
Have a keen desire to build an engaged, productive, inclusive and diverse organization
Work with relevant centres of excellence (i.e. HR Shared Service Centre, Reward, Talent L&D) to provide seamless and timely advice and communication to Line Managers and employees.
Influence the development of HR policies and processes to ensure they meet the needs of the business and that they are communicated
Awareness of local legal requirements across all jurisdictions related to day to day management of employees, reducing legal risks and ensuring regulatory compliance.
Leading business planning processes to review and identify future skills, capabilities and talent required to deliver our strategy and goals
Ability to think on feet and respond
Ability to solution, strategize and solution in response to business challenges and ask.
Ability to be the bridge between COEs and business when needed – to collaborate, problem solve and solution wrt COE delivery too
Local HR management for the Business UnitAnalyse trends and metrics for the local BU and share with Global HRBP colleagues and the business to develop solutions, programmes and policies
Assist Business in analysing and improving engagement through the local Employee Opinion Survey
Manage contact third parties (see external parties mentioned above)
HR policies & projectsIdentify & prioritise necessary projects, based on business needs and priorities
Lead HR India related projects and additional global projects in collaboration with Global HRBP and COE’s
Change managementWork with Head HR and/or Global HRBP to develop organizational change initiatives in a proactive way.
Work with the Head HR and/or Global HRBP to execute on organizational changes to ensure consistent implementation and legal requirements are met
Help to strike an appropriate balance between achieving the business goals and managing emotional reactions to change.
Work with Global HRBP to develop organizational change initiatives in a proactive way.
Proactively partner and coaching business leaders to build a culture of compliance
Partner on Employee RelationsEffectively partner with ER, Legal and compliance (as applicable) and manage Employee Relations issues that may arise with timely escalation to the Head HR. For example, performance management, restructuring, grievances and employment claims.
Ensure the Shared Service centres and relevant administrative support in country have the information they need to execute on employee changes, ensuring this is done in a timely and consistent way.
Help to create a positive employee relations climate by coaching managers to ensure that they fulfil their people management responsibilities and find the right solutions for both business and employees.
Identify and implement continuous improvement initiatives. Influence the development of HR policies and processes to ensure they meet the needs of the business and are communicated effectively and provide HR policy guidance and interpretation.
Work in partnership with HR colleagues to ensure consistent, proactive HR solutions which support the HR strategy and overall business strategy.
Coaching local managers to ensure that they fulfil their people management responsibilities and collaborate with managers and employees to improve work relationships and build employee engagement.
Source – Relx Group Website