Job Description

DESCRIPTION

The HR Business Partner for NOC BI is responsible for Network Operations Center (NOC) which sits at the core of the order-to-delivery Supply Chain with BI Tech that builds Tech, Analytics and Science for the network. The NOC team provides a number of services to support different lines of business in field - organized across three areas 1) Relay Ops (ATS and IB) 2) AMZL and GSF CO 3) Holiday, Contingencies & ECR. The BI-tech teams are organized into 2 verticals viz. 1) Analytics Operations and Programs (AOP) which builds reporting/insight creation capabilities and Science based continuous improvement programs co-owned with ops 2) Analytics Technology and Engineering (ATE) which builds core front-end and back-end tech, data engineering, science and enhances WW BI/Data engineering platform capabilities.
The role is responsible for supporting ~ 750 L2/L3 team members (during peak and non-peak) in NOC org. with almost 85% employees operating virtually from 10 states of India. In 2022, the team has grown by approx. 40% due to both organic and inorganic expansion and is expected to grow by 20% in 2023 due to setting up of new operations in overseas countries like China and Mexico. Therefore, critical processes throughout employee lifecycle like Onboarding, Performance Management, Employee Engagement and Offboarding of contractual employees through focus on DEI along with improving the L2/L3 employee experience for NOC org would be some of the key responsibility areas for the HRBP of this team. Further, the incumbent will be expected to build manager capability on the above PXT processes to drive them at scale

Key job responsibilities
The HR Business Partner will be based out of Hyderabad and will be supporting multiple business teams within Network Operations Centre and Business Intelligence (NOC-BI) across India and ROW regions.

• The individual will be responsible for both HR Business Partnering as well creating people mechanisms to bring in employee voice from the floor and drive action planning to ensure good associate experience
• Building manager capability on key PXT processes and conducting need-based refresher trainings aligned to org. priorities.
• Partner with business in defining the engagement and R&R charter for the NOC BI org. with focus on providing consistent employee experience to L2/L3 employee working virtually.
• Partner with business to improve and administer the contract management process for L2 employees. - Conduct retention conversations and use the insights from these connects to recommend changes that balance both business and employee needs.
• Setting up the performance management and disciplinary management framework for the frontline employees (L2/L3 employees). This includes both annual and mid-year processes which focus on performance management and talent development for L3+ employees.
• Implement new policies, procedures and programs to support business requirements.
• Provide compensation support including salary planning, approval of salary actions, promotions and job re-levelling. This includes improving and executing the step plan management process for L2 employees.
• Conduct investigations around employee concerns/escalations and provide the appropriate recommendation/closure of concern.
• Adopt central People program charter and drive them in NOC BI context.

BASIC QUALIFICATIONS

3 to 5 years\' experience in the areas of HR, L&D or other related areas
Post graduate degree in HR from a premiere college
Strong communication skills, ability to work with and influence multiple stakeholders
Hands-on approach
Success in creating, driving and program managing effective development, employee relations, retention and reward programs
Enthusiastic team player with a strong drive to create a positive work environment
Ability to identify problems and drive appropriate solutions independently

PREFERRED QUALIFICATIONS

Proven understanding of the role and functions of a human resource office within a corporate operations structure
Proven ability to prioritize tasks and to organize workload to ensure that programs are driven as per plan
Experience and specific knowledge of human resource theory, functions and practice; performance management systems and employee development
Exposure to talent analytics - ability to create reports and analyze employee metrics
Able to travel, as appropriate.

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