HR Business Partner Manager - J-PAL South Asia

Location: New Delhi, India

About the Organization

The Abdul Latif Jameel Poverty Action Lab (J-PAL) is a global research centre working to reduce poverty by ensuring that policy is informed by scientific evidence. Anchored by a network of 194 affiliated professors at universities around the world, J-PAL conducts randomized impact evaluations to answer critical questions in the fight against poverty. J-PAL South Asia, based at the Institute for Financial Management and Research in India, leads J-PAL’s work in the South Asia region. J-PAL South Asia conducts randomized evaluations, builds partnerships for evidence-informed policymaking, and helps partners scale up effective programs. Over more than ten years of existence, J-PAL South Asia has conducted 193 ongoing and completed randomized evaluations.

Job Summary:

The HR Business Partner (HRBP) Manager will play a crucial role in aligning business objectives with employees and management within designated business units. Acting as both a strategic partner and operational leader, the HRBP Manager will enhance HR processes, analyze HR data for insights, manage employee relations, ensure policy adherence, and collaborate on talent acquisition for senior manager roles.

Key Responsibilities:

Talent Management:

• Drive the Performance Management process, including goal setting, mid-year reviews, Individual Development Plan (IDP), and promotion cycles.
• Manage employee engagement through planned and unplanned interactions, addressing queries related to PFs, taxation, and other HR-related matters promptly and accurately.
• Ensure policy adherence in areas such as disciplinary issues, Performance Improvement Plans (PIP), warning letters, and grievance redressals, including compliance with POSH (Prevention of Sexual Harassment) guidelines.
• Foster effective employee communication and information dissemination to ensure transparency and clarity across the organization.
• Lead HR process improvements across the organization, from conceptualization to implementation, ensuring efficiency and alignment with strategic objectives.
• Develop and deploy employee surveys at various stages (onboarding, probation, exits) to gather feedback and drive continuous improvement initiatives.
• Conducting DEI (Diversity, Equity, and Inclusion) working group calls and contributing to policy reviews from an HR standpoint.

Talent Retention:

• Analyze employee turnover data to identify trends and develop retention strategies aimed at reducing attrition rates
• Monitor key retention metrics and provide actionable insights to senior management
• Conduct exit interviews to gather valuable feedback from departing employees, understand their reasons for leaving, and identify areas for improvement within the organization.

HR Data Analysis:

• Collect, analyze, and interpret HR data to identify trends, measure KPIs, and support data-driven decision-making processes.
• Prepare regular reports and presentations for senior management that highlight key findings and propose data-driven recommendations.
• Utilize statistical techniques and predictive analytics to forecast future HR needs and support strategic decision-making.
• Maintain data integrity and ensure compliance with data privacy regulations (e.g., GDPR, CCPA).
• Provide actionable insights to senior management based on data analysis related to workforce planning, employee turnover, and organizational effectiveness.
• Manage payroll inputs and collaborate with finance to ensure accurate and timely payroll processing.

Additional:

• Conduct Manager Connect sessions and train managers on HR processes, policies, and best practices to enhance leadership capabilities and ensure consistency.
• Lead HRBP calls, including pre-boarding and probation confirmation calls, to facilitate smooth transitions and effective performance management.
• Participate in and contribute to policy review groups, ensuring HR perspectives are represented and policies are aligned with regulatory requirements and organizational goals.

Qualifications

• Bachelor's degree in Human Resources, Business Administration, or a related field
• Preferred Master's degree in Human Resources or a related field
• A minimum of 5 years of experience in HR, with a focus on HR Business Partner roles
• Proven experience in HR process improvements and data analysis
• Strong knowledge of employee relations, performance management, and policy adherence
• Excellent communication and interpersonal skills and stakeholder management
• Ability to train and guide managers on HR processes and policies
• Professional HR certification (e.g., SHRM-CP, SHRM-SCP, PHR, SPHR) is preferred.