HR Business Partner Manager

Evalueserve is a global leader in delivering innovative and sustainable solutions to a diverse range of clients, including over 30% of Fortune 500 companies. With presence in more than 45 countries across five continents, we excel in leveraging state-of-the-art technology, artificial intelligence, and unparalleled subject matter expertise to elevate our clients' business impact and strategic decision-making.

We have 4,500+ talented professionals operating across 45 countries, including India, China, Chile, Romania, the US, and Canada. Our global network also extends to emerging markets such as Colombia, the Middle East, and the rest of Asia-Pacific.

Recognized by Great Place to Work® in India, Chile, Romania, the US, and the UK in 2022, we offer a dynamic, growth-oriented, and open culture that prioritizes flexible work-life balance, diverse and inclusive teams, and equal opportunities for all.

What you will be doing at Evalueserve

The HR Business Partner (HRBP) Manager role is essential to ensuring that HR initiatives support the business strategy and contribute to the center’s success.

The key areas of responsibility for this role include:

1.   Strategic Partnership: collaborate with business leaders, department heads, and HR colleagues across the organization in developing and implementing HR strategies that align with business goals.

2.   Employee Relations: address employee concerns and mediate conflicts to maintain a positive, fair, and inclusive work environment. Would also lead complex employee relations issues and provide guidance to managers on handling sensitive situations. May also require developing a robust employee network to understand the pulse of the center and the organization.

3.   Performance Management: Oversee the annual performance management cycle, including goal setting, evaluation, and appraisal processes for the center, providing support to managers, and ensuring that budget and talent strategy parameters are achieved.

4.   Talent Management: proactively work with business leaders, department heads, talent acquisition, and learning & development teams to attract, retain, and develop top talent, supporting expansion and succession plan strategies of each area. This also includes managing internal transfer, relocation, and exit cases, as well as leading interventions such as career or development discussions, compensation, policy adherence, performance improvement plans, group town halls, reward & recognition, leadership connects, among others.

5.   Change Management: lead and support legal, policy, and organizational changes to ensure smooth transitions and minimal disruption. This will include leading, along with the business leaders, the implementation and communication plans. Staying up to date with local labor laws and HR best practices is essential.

6.   Compliance and Risk Management: partner with the HR Compliance team in ensuring that all HR policies are followed in the center by employees, including managers, and that any people-related practice is consistent with company policies and local laws and regulations, thereby mitigating HR-related risks. May also take a leading role in internal and external audits where HR representation is required.

7.   Data-Driven Decision Making: maintain updated HR metrics and utilize these through analytics to inform decision-making and improve HR processes. This will include creating insightful dashboards, reports, or presentations for senior-level audiences.

8.   HR processes, metrics, and reporting: own the assigned HR metrics and processes, for key areas such as recognition, engagement, retention, attendance, attrition, exit interviews, monthly inputs to payroll, and other ad hoc people initiatives that may be required.  This includes making sure that the corresponding data is updated in the ERP / HR software.

9. Team Management: Lead and mentor a team of HRBP professionals, ensuring they are aligned with the company’s business objectives and empowered to support the business areas assigned to them.