REF50395G - Group Manager - HRBP (Talent Management, Succession Planning

2 weeks ago

Philippines WNS Global Services, Inc. Full time $40,000 - $80,000 per year

Company Description

WNS (Holdings) Limited (NYSE: WNS), is a leading Business Process Management (BPM) company. We combine our deep industry knowledge with technology and analytics expertise to co-create innovative, digital-led transformational solutions with clients across 10 industries. We enable businesses in Travel, Insurance, Banking and Financial Services, Manufacturing, Retail and Consumer Packaged Goods, Shipping and Logistics, Healthcare, and Utilities to re-imagine their digital future and transform their outcomes with operational excellence.We deliver an entire spectrum of BPM services in finance and accounting, procurement, customer interaction services and human resources leveraging collaborative models that are tailored to address the unique business challenges of each client. We co-create and execute the future vision of 400 clients with the help of our 44,000 employees.

Job Description

**This is an example for reference, kindly edit basis role requirement** Job Description : 1. HRBP Role along with Skillsets to manage Data and HR Analytics: Credible activist: A sound HR professional with credibility in the business, with good stakeholder relationships and who get things done Strategic positioner: One who understands the global business context and builds the relevant HR capabilities around that Change champion: One who can help build the organization's capacity to change and to sustain change Innovator and integrator: Has the ability to innovate and integrate HR practices around critical business issues Ability to do data crunching and Analysis 2. Attrition Management: Design and deploy strategies for controlling attrition in lieu of the market trends through tactical thinking 3. Talent Management: Enduring high performing teams: review BQMs and weed out non-performers Talent Movement & Job Rotation: every employee to be at least 2 roles competent Track the progress of Front Line Managers (FLM) engagement with their staff: HR intervention through FLM Coaching framework Succession planning: design and deployment of strategies exercising existing assessment centers, LA training workshops, etc. Create a skill-directory for each LOB for effective expansion and venturing new businesses smoothly To review progress of the top talent for their verticals each month 4. Employee Engagement: Improve the existing R&R framework (a thought through action plan) Communication of goal-settings with employees through one-on-ones so that each employee knows his/her KRAs for the year 5. Learning & Development: To align learning strategy with business goals and provide relevant ROI

Qualifications

**This is an example for reference, kindly edit basis role requirement** MBA

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