Company: Oliver WymanDescription:Oliver Wyman is now looking to hire an Human Resource Business Partner (Maternity cover) for 15 months, to join our India office and be part of our IMEA (India Middle East Africa) team!This role will be based out of our Gurugram office.Job overview:The Human Resource Business Partner (HRBP) will oversee all Oliver Wyman (OW) talent management initiatives for IMEA Support Professional functions, approx. 200 staff, (e.g. Marketing, Knowledge, Office Services, Executive Assistants, etc). The primary point of contact for all TM needs who will partner with leadership, managers and the global talent management (TM) team on topics including, but not limited to, performance management, employee engagement, change management, training & development, employee relations, rewards and recruitment & onboarding.Key Responsibilities:Performance Management & CompensationLead regional / global performance appraisal processesAdd value through contributing views on performance context, voicing concerns including employee relations related matters where neededProvide training and guidance on system and process expectationsSupport managers in addressing performance-related issues – performance improvement plans, exit managementUse data to track employee performance YOY to help support insightsProvide performance management system support, partnering with the build team on technical issues/enhancementsPartner with the TM and compensation teams to manage the salary review process for employees to ensure accuracy, effectiveness, compliance and equityResearch, collect and analyze internal and external compensation data to provide guidance to managers in determining compensation recommendations as neededBusiness PartneringAct as a trusted advisor and coach to managers/ senior leadership team (SLT) providing guidance on the full employee life cycle including but not limited to; performance management processes, employee engagement initiatives, and conflict resolution, enhancing team dynamics, employee morale and productivityAct as a trusted coach, mentor and advisor to IMEA Support Professionals, building a psychologically safe space in the work environmentUtilize data to provide stakeholders with actionable insights on talent metrics, enabling informed decision-making and proactive management of employee performance and engagementCollaborate with stakeholders to ensure HR initiatives and talent management strategies align with overall business/function goals and objectives, facilitating effective workforce planning and developmentFoster a strong community of managers who leverage one another’s expertise and serve as a support systemPartner with learning & development on training plans, promote continuous learning, identify and work together to resolve issues and gapsEmployee RelationsWork closely with the HR Operations to manage employee grievances and conflict resolutionFacilitate communication between employees and managementProvide advice and guidance regarding policy and/or employee issues, leveraging the HR Operation and Employee Relation teams as necessaryBe available for any ad hoc discussions on employee performances with managers and/or the local leadershipEnsure the firm acts in compliance with labor laws and company policiesAnticipate potential problems and develop alternate plans of action with managersGlobal / Regional Employee EngagementDevelop and lead special employee engagement initiatives regionallyReview employee experience and wellbeing scorecards and take actionLead regional roll out of global talent value proposition initiatives and new global processesLead the togetherness initiative for SPs working closely with regional HC teams and managers, flexible working requests, and guide managers in delivering verbal and/or written warnings for noncompliance as requiredAssist in managing organizational changes and providing support during periods of changeIn partnership with the global TM team, contribute to the development and management of global and regional projects (e.g., talent reviews and succession planning)Serve as the voice of IMEA region on all global projectsAdapt global initiatives to the IMEA region and implement them in a way that aligns global business goals with local/regional nuancesWhen required, collaborate with IMEA Wellbeing Lead to provide confidential coaching, welfare and emotional support to IMEA Support ProfessionalsRecruiting & OnboardingCollaborate with recruitment and managers for new hire / budgeted rolesLead levelling evaluation for new roles and provide guidance to managers on elevating job descriptions to attract top talentPartner with the compensation team to determine competitive salaries for new roles/markets ensuring consistency with OW's compensation philosophyWhen required, meet with final round candidates to test culture/fit and provide overview of OW's performance management/compensation processes and talent value proposition (TVP) initiatives highlightsLead Buddy assignment and SPTM onboarding processes for new hiresExperience required:At least 8 years of relevant experience (HRBP or similar roles in an international organization)Good understanding of and exposure to professional services / consulting or multi-national corporate environmentBachelor’s Degree, professional HR qualification or equivalent work experienceKnowledge of local employment laws and practicesKnowledge and practical experience in talent management, succession planning, employee engagement and retentionSkills and Attributes:Fluency in English with strong written and verbal communication skills.Attention to detail and a high level of accuracy in all tasksStrong organizational skills: Ability to prioritize, manage time effectively, and juggle multiple tasks to meet deadlinesExcellent interpersonal skills: Proven ability to establish positive relationships with clients and collaborate with diverse teams across culturesSelf-motivated and resilient: Flexible attitude with a willingness to step outside of job descriptions as neededConfidentiality: Comfortable working with sensitive data and topicsTeam player: Capable of functioning independently while contributing to a collaborative, fast-paced environmentProblem resolution mindset: creative, strategic thinker who continually seeks ways to improve processesResearch and presentation: Skilled in developing viewpoints and facilitating discussions across multiple levels of the organizationProfessional representation: Ability to represent the department and company effectivelyDecision-making and judgment: Strong skills in coaching, conflict management, and professional judgmentTechnical proficiency: Competent in Microsoft Office, including word processing, presentation, and database skillsOliver Wyman, a business of Marsh McLennan (NYSE: MMC), is a management consulting firm combining deep industry knowledge with specialized expertise to help clients optimize their business, improve operations and accelerate performance. Marsh McLennan is a global leader in risk, strategy and people, advising clients in 130 countries across four businesses: Marsh, Guy Carpenter, Mercer and Oliver Wyman. With annual revenue of $24 billion and more than 90,000 colleagues, Marsh McLennan helps build the confidence to thrive through the power of perspective. For more information, visit oliverwyman.com, or follow on LinkedIn and X.Marsh McLennan is committed to embracing a diverse, inclusive and flexible work environment. We aim to attract and retain the best people and embrace diversity of age, background, caste, disability, ethnic origin, family duties, gender orientation or expression, gender reassignment, marital status, nationality, parental status, personal or social status, political affiliation, race, religion and beliefs, sex/gender, sexual orientation or expression, skin color, or any other characteristic protected by applicable law.Marsh McLennan is committed to hybrid work, which includes the flexibility of working remotely and the collaboration, connections and professional development benefits of working together in the office. All Marsh McLennan colleagues are expected to be in their local office or working onsite with clients at least three days per week. Office-based teams will identify at least one “anchor day” per week on which their full team will be together in person.
