HR Business Partner

Job description

About TVS / Who are we? TVS Motor Company is a reputed two and three-wheeler manufacturer globally, championing progress through Sustainable Mobility with four state-of-the-art manufacturing facilities in Hosur, Mysuru and Nalagarh in India and Karawang in Indonesia. Rooted in our 100-year legacy of Trust, Value, and Passion for Customers and Exactness, we take pride in making internationally aspirational products of the highest quality through innovative and sustainable processes. We are the only two-wheeler company to have received the prestigious Deming Prize. Our products lead in their respective categories in the J.D. Power IQS and APEAL surveys. We have been ranked No. 1 Company in /the J.D. Power Customer Service Satisfaction Survey for consecutive four years. Our group company Norton Motorcycles, based in the United Kingdom, is one of the most emotive motorcycle brands in the world. Our subsidiaries in the personal e-mobility space, Swiss E-Mobility Group (SEMG) and EGO Movement have a leading position in the e-bike market in Switzerland. TVS Motor Company endeavours to deliver the most superior customer experience across 80 countries in which we operate. For more information, please visit www.tvsmotor.com. Job Title / Role:  HR Business Partner Department: HRD Location: Hosur Education Qualification: MBA - Regular Required Experience: 8 to 10 Years Role Description Talent Acquisition: • Co-working with the hiring managers to create/renew the job descriptions for mid-career and campus requirements • Shadow and engage new joiners actively through the department onboarding journey Workforce Planning: • Responsible to upgrade and maintain the Job descriptions to be competitive and valid once in two years • Monthly data reports of manpower number and cost along with quarterly attrition analysis. PMS: • Coach the managers in sensitizing the guidelines and process of PMS • Clarify queries regarding target setting, mid-year review and annual appraisal • Shadowing with the Lead HRBP during the calibration meeting for moderation. Employee Engagement: • Conducting focus group discussions, pulse checks with line managers and HOD interactions with different cohorts of teams • Ensuring implementation and tracking of employee engagement action points • Drive and track the recognition program offerings for function/department. Talent Management: • Ensure the availability and realization of individual development plan of high potentials • Co-working with the Lead HRBP to conduct talent reviews and ensure implementation of action points from the review Learning & Development: • To track and monitor the adherence to the training calendar • Reviewing the competency mapping once in two years along with the Learning Partner Others: • Resolve employee relations issues and address grievances under the guidance of the Lead HR Business Partner • Creating data dashboards for decision making and actions • Benchmarking HR best practices to stay future ready