Senior HRBP I

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

 Bachelor’s degree in HR, Business Administration, or legal field

 5-7 years of Human Resources experience .

 KWell-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.

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