EHRBP

Responsibilities

• Particular emphasis is on the delivery of HR activity in India where region or local context is required. 
• Interfaces with Global HRBP teams to:
• Provide input on Talent conversations and processes.
• Give visibility to talent needs.
• Ensure continuity in career and development plans for high-potential employees.
• And to provide any other insight that may be helpful or necessary for the Global EHRBP holistic view of their organizations. 
• Accountability for local deployment & delivery of  HR processes, projects, and change programmes as determined at a Corporate/business/functional level.
• Including policy and procedural compliance across the area and responsibility for Diversity & Inclusion deployment, monitoring, and compliance.
• Advise, guide, and coach line managers on their HR responsibilities, management behaviors and team management areas.
• Drive the effectiveness of the HR delivery model, ensuring consistency and optimization of HR processes and approach across countries or location (where possible).
• In particular; Guide local leaders and line managers to obtain support from the right areas; Utilizing resources at a country or site level to ensure effective use of team resources.
• Maintaining strong partnerships with all key stakeholders in the HR model to enable integrated HR Service delivery.  
• Ensure accurate data management on all organizational changes and comply with approval & notification procedures.
• Provide effective employee relations and a positive working climate locally, closely working with employee representative groups, line management and liaising with the ER Leader, where necessary.
•  Be a champion for employee advocacy and engagement, acting on issues and informing the broader agenda.
• Provide effective and necessary support for employee grievance matters Manage local components of projects and wider change programmes.
• In particular; Identify gaps and improvements in local HR service provision in line with HR strategy, suggesting initiatives for the local agenda where appropriate.
• Manage local projects aligned to HR Business Operations priorities as required.
• Interface with COEs (Talent Acquisition, Compensation & Benefits, Talent, Engagement & Development, and DE&I) to ensure a consistent approach to Nielsen’s Employment Value Proposition, Culture, Leadership, and Engagement initiatives across the Region.
• Direct and guide line-managers and associates to appropriate learning solutions; providing inputs to Global HR Business Partners and TED COE Ensures all practices adhere to the utmost integrity and compliance in all regulatory matters.
• Crisis Management

Qualifications

• MBA in HR, Business Administration, or legal field 5 years of Human Resources experience .
• Well-developed customer and relationship management skills, including credibility and influencing skills.
• Strong customer service orientation.
• Ability to remain tactful, calm, and persuasive in controversial and/or confrontational situations, as well as handle multiple competing priorities. 
• Ability to build a positive employee relations climate, advocate for employees, and maintain objectivity, even under pressure from other stakeholders.
• Process-driven and methodical in approach to implementing programs & HR solutions.