Senior HRBP I

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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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