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human resource business partner Jobs in Mumbai

human resource business partner

human resources business partner Jobs in Mumbai

human resources business partner

hr business partner

Hermès

<div>
 
 Major Responsibilities
 
 
 
 <ul>
 <li>
 Recruitment
 </li>
 <li>
 Liaises and supports departments for recruitment of key positions in accordance with the group budget agreement
 </li>
 <li>
 Develops and maintains relationship with recruitment channels such as employment agencies, universities and other recruitment sources
 </li>
 <li>
 Prepares offers, employment contracts and on-board arrangement on request,
 </li>
 <li>
 Manage key recruitment projects such as store opening, campus recruitment, internship programs etc.
 </li>
 <li>
 Onboarding, Training &amp; development
 </li>
 <li>
 Onboarding a new hire for integration into the company atmosphere and workflow.
 </li>
 <li>
 Work in collaboration with business and regional HR training team to identify training needs
 </li>
 <li>
 Recommends, develop and delivers appropriate management trainings and development programs to employees.
 </li>
 <li>
 Nominates staff to participate in corporate and regional training programs.
 </li>
 <li>
 Compensation &amp; benefits
 </li>
 <li>
 Adapts the compensation policy to the specific situations of each company and market (eg. Drives incentive schemes and improves existing)
 </li>
 <li>
 Coordinates salary surveys and benchmarks competitiveness of compensation and benefits in the region and develop and review salary structure
 </li>
 <li>
 Reviews and manages yearly salary, and other elements of pay performed maintaining internal and external pay equity
 </li>
 <li>
 Ensures payroll and staff benefits execution in accordance to audit requirements
 </li>
 <li>
 Accountable for all HR policies and procedures, ensuring that the policies &amp; procedures are designed, reviewed, monitored and implemented successfully to meet and support the department&rsquo;s needs. Identify gaps in existing HR policies and contribute to the development of new HR policies and procedures.
 </li>
 <li>
 Collects employee opinions and acts as bridge of communication between management and employees
 </li>
 <li>
 Recommends company activities such as team building activities, in house bonding projects and year end seminars
 </li>
 <li>
 Assists management in appropriate resolution of employee relations issues
 </li>
 <li>
 Maintains close working relationship with Paris HR and Regional HR
 </li>
 <li>
 Employee relations
 </li>
 <li>
 Form close partnership and provide consultation and advice to management on HR issues
 </li>
 <li>
 Equipe managers with appropriate tools and knowledge to effectively manage their people in line with people plans.
 </li>
 <li>
 Works with managers to monitor and manage employee relations issues.
 </li>
 <li>
 Talent management
 </li>
 <li>
 Coordinates and handles performance and development review process: identify high potential employees and young hopefuls and recommends development/training or career enhancement programs
 </li>
 <li>
 Provides guidance, timeline and coordinates the roll-out of Annual Performance Review exercise,
 </li>
 <li>
 Reports and Ad Hoc Projects
 </li>
 <li>
 Collects, consolidates and prepares all local, regional and corporate HR reports and other reports for HR planning,
 </li>
 <li>
 Handles and coordinates corporate HR projects such as Stock Option project, New Business Set up, Productivity Benchmark study, etc.
 </li>
 <li>
 HR Compliance
 </li>
 <li>
 Knowledge of employment and labor laws in India
 </li>
 <li>
 Work together with local ICO to define guidelines on HR related topics.
 
 
 </li>
 </ul>
 
 Skills And Knowledge
 
 
 
 <ul>
 <li>
 Good verbal and written communication skills.
 </li>
 <li>
 Able to liaise effectively with staff and managers at all levels of the organization.
 </li>
 <li>
 Able to influence, negotiate and persuade others.
 </li>
 <li>
 Able to analyze and resolve problems speedily and effectively.
 </li>
 <li>
 Excellent analytical and organizational skills.
 </li>
 <li>
 Knowledge of employment legislation, payroll and market practices applying it in appropriate circumstances
 </li>
 <li>
 Good understanding of training and development programs. Ability to deliver management programs when needed.
 
 
 </li>
 </ul>
 
 Personal Attributes
 
 
 
 <ul>
 <li>
 Empathetic approach.
 </li>
 <li>
 Excellent communication and interpersonal skills. Ability to get things done in co-operation with others, and as part of a team.
 </li>
 <li>
 Able to manage time effectively and prioritize tasks.
 </li>
 <li>
 Ability to work under pressure at times and effective at working to deadlines.
 </li>
 <li>
 Ability to work independently and to use own initiative with appropriate.
 </li>
 <li>
 Ability to use discretion.
 
 
 </li>
 </ul>
 
 Requirements &amp; Capabilities
 
 
 
 <ul>
 <li>
 Degree qualified in Human Resources or a related field
 </li>
 <li>
 At least 8 years Human Resources experience, preferably in luxury/retail or with a multinational company
 
 
 </li>
 </ul>
 "Cr&eacute;ateur, artisan et marchand d&rsquo;objets de haute qualit&eacute;, Herm&egrave;s est, depuis 1837, une maison fran&ccedil;aise, familiale et ind&eacute;pendante qui emploie pr&egrave;s de 25 185 collaborateurs dans le monde. Anim&eacute; par un esprit d&rsquo;entreprendre continu et une exigence constante, Herm&egrave;s cultive la libert&eacute; et l&rsquo;autonomie de chacun gr&acirc;ce &agrave; un management responsable. L&rsquo;entreprise perp&eacute;tue la transmission de savoir-faire d&rsquo;exception par un ancrage territorial fort dans le respect des hommes et de la nature &ndash; source de mati&egrave;res d&rsquo;exception. Seize m&eacute;tiers artisanaux irriguent la cr&eacute;ativit&eacute; de la maison dont les collections rayonnent dans pr&egrave;s 300 magasins dans le monde."
</div>

HR Business Partner

Experian

<div>
 
 
 Company Description
 
 
 
 
 Experian unlocks the power of data to create opportunities for consumers, businesses and society. We gather and analyse data in ways others can't. We help individuals take financial control and access financial services, businesses make smarter decision and succeed, lenders lend more responsibly, and organisations prevent identity fraud and crime. For more than 125 years, we've helped consumers and clients prosper, and economies and communities flourish &ndash; and we're not done. Our 17,800 people in 45 countries believe the possibilities for you, and our world, are growing. We're investing in new technologies, experienced people and new ideas so we can help create a better tomorrow.
 
 
 
 
 Job Description
 
 
 
 
 We are hiring a Senior HR Business Partner to lead and execute the people strategy for our high-performing Product organisation across EMEA and APAC. This is a key role driving organisation effectiveness, leadership engagement, and delivering talent solutions that support innovation and scale in the region.
 
 
 The Senior HRBP will work closely with Product leaders to shape people plans connecting business priorities with future-fit workforce strategies, unlock leadership capability, and foster a culture of innovation, ownership, and focus. The role requires driving execution by collaborating with market HRBPs and GDC HR Teams. This role balances the strategic thinking and thrives on making business impact plans.
 
 
 We are looking for someone who brings strong HR partnership experience in product-centric, agile environments, and who can operate effectively across matrix structures and cultures.
 
 
 
 Strategic Business Partnering
 
 
 
 <ul>
 <li>
 Partner with the EMAP Product Leadership Team to align people strategy with business acceleration goals, focusing on productivity, capability, and engagement.
 </li>
 <li>
 Act as a coach and trusted advisor to senior leaders, helping them navigate transformation, evolving delivery models, and team performance challenges.
 </li>
 <li>
 Build workforce and org strategies that support sustainable scale, lean structures, and agile collaboration.
 </li>
 <li>
 Use data-driven insights (engagement, productivity, retention, talent health) to inform action and influence outcomes.
 
 
 </li>
 </ul>
 
 Execution &amp; Cross-HR Collaboration
 
 
 
 <ul>
 <li>
 Lead the rollout of people plans in partnership with Market and GDC HRBPs, ensuring global and regional initiatives are embedded effectively at the local level.
 </li>
 <li>
 Ensure clarity, consistency, and local adaptability in how people initiatives are implemented across regions.
 </li>
 <li>
 Translate strategic direction into actionable plans, with ownership for execution follow-through, monitoring, and improvement.
 </li>
 <li>
 Partner with cross-functional HR teams to coordinate delivery, remove blockers, and drive accountability.
 
 
 </li>
 </ul>
 
 Organisation Design &amp; Change
 
 
 
 <ul>
 <li>
 Support org design, structure alignment, and workforce planning to optimise team effectiveness and flow of work.
 </li>
 <li>
 Lead change management efforts, ensuring leaders and employees are well-supported through transitions and transformation initiatives.
 </li>
 <li>
 Bring clarity and simplification to operating models, team roles, and capability priorities.
 
 
 </li>
 </ul>
 
 Talent &amp; Capability Development
 
 
 
 <ul>
 <li>
 Shape and deliver talent strategies in partnership with leaders &ndash; including succession, mobility, and fit-for-future capability planning.
 </li>
 <li>
 Champion internal career growth and readiness by driving strong feedback, coaching, and development culture.
 </li>
 <li>
 Influence the design and delivery of leadership and team effectiveness programmes to support business needs.
 
 
 </li>
 </ul>
 
 
 Qualifications
 
 
 
 
 
 What You will Bring
 
 
 
 
 
 Experience
 
 
 
 
 <ul>
 <li>
 8+ years in HR Business Partnering or HR leadership roles, preferably in product, SaaS, or tech-driven environments.
 </li>
 <li>
 Proven success in a matrixed environment with cross-border teams and Global Development center model.
 </li>
 <li>
 Experience balancing strategic input with hands-on execution &ndash; landing plans through others across diverse markets.
 </li>
 <li>
 Strong background in organisation design, change management, and leadership coaching.
 </li>
 <li>
 Commercial fluency and ability to link people solutions directly to business impact
 
 
 </li>
 </ul>
 
 
 Mindset &amp; Capabilities
 
 
 
 
 <ul>
 <li>
 Strategic yet execution-oriented &ndash; able to connect the dots and deliver outcomes.
 </li>
 <li>
 Collaborative and highly effective at working across organisational and cultural boundaries.
 </li>
 <li>
 Strong communicator and influencer with presence and clarity at senior levels.
 </li>
 <li>
 Solutions-focused, proactive, and comfortable in high-complexity, fast-paced environments.
 </li>
 <li>
 Brings a mindset of continuous improvement, simplification, and focus.
 
 
 </li>
 </ul>
 
 
 Qualifications
 
 
 
 
 <ul>
 <li>
 Degree in Human Resources, Business, Psychology, or related field.
 </li>
 <li>
 Fluent in English (spoken and written).
 </li>
 <li>
 Willingness to travel occasionally within EMAP (~5%).
 
 
 </li>
 </ul>
 
 
 Additional Information
 
 
 
 
 
 Why Join Us
 
 
 
 This is a pivotal HR role supporting a high-impact Regional Product organisation. If you&rsquo;re passionate about scaling performance, simplifying complexity, and driving meaningful talent outcomes &ndash; this role gives you the platform and influence to do just that.
 
 
 Experian Careers - Creating a better tomorrow together
 
 
 Find out what its like to work for Experian by clicking here
</div>

Senior HR Business Partner

Aditya Birla Fashion and Retail Ltd.

<div>
 
 
 Location:
 
 Mumbai, India
 
 
 
 Role Type:
 
 Full-time, In-Store
 
 
 
 Role Overview
 
 
 
 The In-Store HR Business Partner (HRBP) is responsible for driving the people strategy within the store, supporting operational excellence, and ensuring that the brand values of Galeries Lafayette are reflected in the employee experience. This role acts as a strategic advisor to Store Leadership while also managing day-to-day HR operations, employee relations, performance management, and talent development.
 
 
 
 
 
 
 Key Responsibilities
 
 
 
 
 1. HR Business Partnership
 
 
 <ul>
 <li>
 Collaborate with the stakeholders to align HR initiatives with business objectives.
 </li>
 <li>
 Provide support on workforce planning &amp; budgeting, team effectiveness, employee experience, and development.
 </li>
 <li>
 Build strong relationships with store teams and act as a trusted advisor.
 </li>
 <li>
 Design and implement an exceptional onboarding and induction experience for new hires.
 </li>
 <li>
 Conduct weekly one-one sessions with the retail staff to understand concerns and actionable.
 </li>
 <li>
 Publish monthly HR dashboards with the stakeholders
 </li>
 </ul>
 
 
 2. Training &amp; Development
 
 
 <ul>
 <li>
 Partner with L&amp;D team and coordinate retail staff trainings aligned with GL service standards.
 </li>
 <li>
 Coordinate and roll-out store-level training in partnership with the L&amp;D team (customer service, grooming, brand &amp; product knowledge, behavioral competencies etc.).
 </li>
 <li>
 Track training completion, effectiveness, and compliance and publish monthly dashboards.
 </li>
 <li>
 Facilitate mandatory trainings and adherence (POSH, fire-safety, compliance etc)
 </li>
 </ul>
 
 
 3. Employee Relations &amp; Engagement
 
 
 <ul>
 <li>
 Act as the primary HR contact for store employees, providing support on workplace issues.
 </li>
 <li>
 Manage grievances, employee concerns, and disciplinary procedures in line with company policy.
 </li>
 <li>
 Drive store-level engagement initiatives, communication forums, townhalls and recognition programs.
 </li>
 </ul>
 
 
 4. Performance Management
 
 
 <ul>
 <li>
 Support managers in the goal-setting process, mid-year reviews, and annual appraisal cycles for their teams.
 </li>
 <li>
 Implement and track Performance Improvement Plans for staff in consultation with the stakeholders
 </li>
 <li>
 Facilitate monthly/ quarterly/ half-yearly and yearly performance feedback conversation with the teams
 </li>
 </ul>
 
 
 5. HR Operations &amp; Compliance
 
 
 <ul>
 <li>
 Oversee attendance, leave administration, roster upload &amp; implementation on PeopleStrong as well as on the shop floor.
 </li>
 <li>
 Ensure adherence to statutory requirements (POSH, Shops &amp; Establishments Act, etc.). Mitigate issues wherever necessary.
 </li>
 <li>
 Maintain documentation, HR audits, and ensure policy compliance.
 </li>
 </ul>
 
 
 6. Culture &amp; Brand Representation
 
 
 <ul>
 <li>
 Promote Galeries Lafayette&rsquo;s luxury retail service standards across the employee lifecycle.
 </li>
 <li>
 Drive initiatives that reinforce company culture, diversity, inclusion, and high performance.
 </li>
 </ul>
 
 
</div>

Human Resources Business Partner

IT Consulting LLP

<div>
 
 Job Description &ndash; Human Resources (Generalist / HRBP Role)
 
 
 
 Location: Navi Mumbai
 
 
 Reporting To: Functional Head &ndash; Human Resources and administrative CEO &ndash; BioEnergy
 
 
 Employment Type: Full-time
 
 
 engaging work environment.
 
 
 <ul>
 <li>
 Key Responsibilities
 </li>
 <li>
 Talent Acquisition (60%)
 </li>
 <li>
 Manage end-to-end recruitment lifecycle across all levels.
 </li>
 <li>
 Coordinate with functional heads to understand hiring needs and prepare job descriptions and KRAs.
 </li>
 <li>
 Source candidates through job portals, social media, referrals, own network and recruitment consultants.
 </li>
 <li>
 Track and report key hiring metrics like TAT, offer-to-join ratio, and recruitment costs.
 </li>
 <li>
 Ensure a smooth onboarding experience (offer till Induction) for new joiners.
 </li>
 <li>
 Prepare a Talent Pool using social media, Campus drive and other sources.
 </li>
 <li>
 Employee Engagement &amp; Experience
 </li>
 <li>
 Execute employee engagement activities, celebration events, and feedback surveys.
 </li>
 <li>
 Support employee retention through regular connects, morale-boosting initiatives, and recognition programs.
 </li>
 <li>
 Employee Relations &amp; Grievance Handling
 </li>
 <li>
 Serve as the first point of contact for employee grievances.
 </li>
 <li>
 Ensure timely resolution of issues in compliance with company policies and labour laws. Also suggest changes to be made in policy, if any.
 </li>
 <li>
 Promote open-door policy and a respectful, inclusive work culture.
 </li>
 <li>
 HR MIS and Data Reporting
 </li>
 <li>
 Maintain recruitment and HR operation trackers with accurate, up-to-date data.
 </li>
 <li>
 Generate monthly/quarterly reports on hiring, attrition, headcount, and other HR metrics.
 </li>
 <li>
 HR Business Partnering
 </li>
 <li>
 Collaborate with business units to provide HR solutions aligned with organizational goals.
 </li>
 <li>
 Support in performance management, training needs identification, and manpower planning.
 </li>
 <li>
 Market Intelligence &amp; Competition Mapping
 </li>
 <li>
 Gather and analyse data on industry trends, compensation benchmarks, and talent movement.
 </li>
 <li>
 Scout for best talent in the competition and industry.
 </li>
 <li>
 Share insights with HR leadership to improve hiring strategy and talent retention.
 </li>
 <li>
 Share best practices implemented or new trend in the industry.
 </li>
 <li>
 Participate in Seminars and represent ORSL
 
 
 </li>
 </ul>
 
 Candidate Profile
 
 
 
 <ul>
 <li>
 Education: Any Graduate with MBA/PGDM in Human Resources (Full time).
 </li>
 <li>
 Experience: 5&ndash;8 years in HR roles, with a strong foundation in recruitment and generalist functions in Waste management, Bio-Energy, Chemical OR Environmental Industry
 </li>
 <li>
 Key Skills:
 </li>
 <ul>
 <li>
 Recruitment expertise
 </li>
 <li>
 Excellent communication and stakeholder management
 </li>
 <li>
 HR analytics and MIS
 </li>
 <li>
 Strong problem-solving and interpersonal skills
 </li>
 <li>
 Proficiency in Excel, PowerPoint, and HRIS software
 </li>
 </ul>
 </ul>
 Skills: employee engagement,human resources,hr generalist,hiring,recruitment
</div>

Human Resource Business Partner

Emcure Pharmaceuticals Limited

<div>
 
 
 About the Company:
 
 
 
 Emcure Pharmaceuticals is an Indian multinational that specializes in manufacturing generic pharmaceuticals and active pharmaceutical ingredients (APIs). Founded in 1983, it has grown into a significant player in the global pharmaceutical industry, focusing on oncology, cardiology, and anti-infective therapies. Emcure is known for its commitment to innovation, quality, and affordable healthcare solutions worldwide.
 
 
 
 
 
 
 Roles &amp; Responsibilities:
 
 
 
 
 
 
 
 HR MIS
 
 
 
 
 
 <ul>
 <li>
 MIS data keeping across the talent lifecycle (hiring, performance, engagement, exits) to generate actionable insights.
 </li>
 <li>
 Monitor adherence to approved manpower budgets and suggest optimization opportunities.
 </li>
 <li>
 Monthly &amp; Weekly Dashboard, Attrition reports and analysis.
 </li>
 </ul>
 
 
 
 
 
 Corporate HRBP
 
 
 
 
 
 <ul>
 <li>
 Employee life cycle management for corporate employees from Joining to exits.
 </li>
 <li>
 Induction planning of new joiners.
 </li>
 <li>
 Ensure timely completion of goal setting, probation reviews and other processes.
 </li>
 <li>
 SOP to be followed and ensure the same is followed by stakeholders and other employees.
 </li>
 <li>
 Plan and manage monthly engagement activities for employees.
 </li>
 <li>
 Execution of planned employee wellness activities
 </li>
 <li>
 Communications to be created and released as per planned calendar to all employees.
 </li>
 <li>
 Stakeholder management and Vendor Management for various activities for corporate and field employees.
 </li>
 </ul>
 
 
 
 
 
 Designation :
 
 Executive - Assistant Manager
 
 
 
 
 
 
 Qualifications &amp; Experience:
 
 
 <ul>
 <li>
 MBA in Human Resources.
 </li>
 <li>
 5 + years of experience
 </li>
 </ul>
 
 
 
 
 
 Skills &amp; Competencies:
 
 
 <ul>
 <li>
 Advance Excel
 </li>
 <li>
 Communication
 </li>
 <li>
 Adaptability
 </li>
 <li>
 Interpersonal Skills
 </li>
 </ul>
</div>

Corporate HRBP & HR MIS

IDFC FIRST Bank

<div>
 
 Job Requirements
 
 
 
 About the Role
 
 
 The Lead &ndash; Employee Relations will serve as the subject-matter expert and trusted advisor on all Employee Relations (ER) matters for Wholesale Banking, New Age Channels, and Contact Centres. This strategic role is responsible for fostering a fair, compliant, and people-first culture by partnering with senior leaders, HR Business Partners, and line managers. The incumbent will manage complex disciplinary and grievance cases end-to-end, design preventive ER programs, identify systemic risks through people-data analysis, and ensure ER practices are legally sound, consistent, and aligned with the bank&rsquo;s values.
 
 
 Key Responsibilities
 
 
 
 Primary Responsibilities
 
 
 
 Own end-to-end management of misconduct and disciplinary cases, ensuring alignment with bank policies and principles of natural justice.
 
 
 Ensure documentation, timelines, and archival of case files meet audit and regulatory standards.
 
 
 Drive timely resolution of cases while maintaining confidentiality, fairness, and legal defensibility.
 
 
 Provide expert guidance to HRBPs, business heads, and line managers on performance issues, conduct concerns, disciplinary actions, and remedial measures.
 
 
 Coach managers on investigation best practices, difficult conversations, disciplinary letters, and fair performance improvement plans.
 
 
 Act as the escalation point for high-sensitivity or high-impact cases and collaborate with senior leadership on resolution.
 
 
 Manage and resolve employee grievances through structured, empathetic, and timely interventions (e.g., informal conciliation, mediation, formal grievance hearings).
 
 
 Ensure grievance mechanisms are accessible, impartial, and perceived as fair across business units.
 
 
 Design and implement preventive ER initiatives such as manager workshops, employee awareness campaigns, leadership sensitization, and behavioural interventions.
 
 
 Partner with learning and leadership teams to embed consistent people-management practices across Wholesale Banking, Digital/New Age Channels, and Contact Centres.
 
 
 Analyze ER metrics and case trends to identify systemic risks and recommend policy, process, or capability interventions.
 
 
 Develop dashboards and periodic reports for senior leadership, Audit, Compliance, and Legal teams to highlight trends, risk outlook, and corrective actions.
 
 
 Lead policy formulation and periodic reviews for employee conduct, disciplinary procedures, grievance redressal, and related processes.
 
 
 Collaborate with Legal, Compliance, Risk, and Internal Audit to ensure ER processes meet regulatory requirements and mitigate litigation or regulatory risk.
 
 
 Ensure ER practices are aligned with statutory requirements, labour laws, and industry best practices.
 
 
 Support cross-functional investigations (e.g., fraud, ethics, regulatory matters) and represent ER in relevant committees.
 
 
 Promote inclusion, ethical behaviour, and the bank&rsquo;s values in everyday practice.
 
 
 Secondary Responsibilities
 
 
 Support organizational initiatives related to culture, compliance, and leadership development from an ER perspective.
 
 
 Contribute to cross-functional projects and committees as the ER representative.
 
 
 Education
 
 
 Graduate degree in any discipline
 
 
 Postgraduate degree in Human Resources or Law (preferred).
 
 
 Professional certifications in Labour Law, Employee Relations, or HR Compliance are an added advantage.
 
 
 
 Experience
 
 
 
 Minimum 15 years of progressive experience in HR or Employee Relations.
 
 
 Prior experience in banking, financial services, or other highly regulated sectors is preferred.
 
 
 Proven track record of managing complex ER cases, policy formulation, and stakeholder engagement.
 
 
 Skills and Attributes
 
 
 
 Technical Skills
 
 
 
 Strong understanding of labour laws, regulatory frameworks, and ER case management tools.
 
 
 Proficiency in data analysis and dashboard creation for ER metrics.
 
 
 
 Functional Skills
 
 
 
 Expertise in grievance handling, disciplinary procedures, and policy development.
 
 
 Ability to coach and influence senior stakeholders and line managers
 
 
 
 Behavioural &amp; Soft Skills
 
 
 
 High ethical standards, discretion, and integrity.
 
 
 Strong interpersonal, communication, and conflict resolution skills.
 
 
 Analytical mindset with a proactive approach to risk identification and mitigation.
</div>

Lead-Employee Relations

BlackRock

<div>
 
 About This Role
 
 
 
 
 About this role
 
 
 
 The firm&rsquo;s HR function is at the leading edge in diversity (we represent over 30 nationalities and speak more than 45 languages) and effectiveness, and we&rsquo;re looking for a
 
 talented, HR professional
 
 to join our HR Talent and Culture Operations team.
 
 
 HR Talent and Culture Operation Analyst will partner with professionals across multiple HR functions, employees and managers in a fast paced and dynamic work environment and will support all operational processes across Talent and Culture activities including, but not limited to, creating reports, handling inquiries and provide transactional support to the Talent and Culture HR function.
 
 
 The role is aligned within the APAC region with the global Talent and Culture Operations processes.
 
 
 We offer great work/life balance including a no-maximum- paid-leave policy, a flexible dress code and opportunity to work from home on the occasional basis.
 
 
 
 Key Responsibilities Include
 
 
 
 <ul>
 <li>
 Provide extraordinary customer service to internal clients, efficiently and effectively answering their queries, providing them with accurate information and / or sound advice while working to problem solve with them
 </li>
 <li>
 Create / update e-learning modules or other learning activities as needed on the Learning Management System (LMS)
 </li>
 <li>
 Manage attendance of in person / virtual learning sessions
 </li>
 <li>
 Coordinate logistical arrangements for learning events &amp; training programs, (room bookings, AV setup, other on-site support to ensure smooth delivery)
 </li>
 <li>
 Keep all process documentation relevant and up to date
 </li>
 <li>
 Create standard and ad hoc business reports on learning activities
 </li>
 <li>
 Support management of course testing and survey management
 </li>
 <li>
 Partner with stakeholders
 
 
 </li>
 </ul>
 
 Knowledge/ Experience Required
 
 
 
 <ul>
 <li>
 Proficient use of Microsoft Office applications (especially Excel and Outlook)
 </li>
 <li>
 Experience in handling events on tools like WebEx, Teams etc.
 </li>
 <li>
 Passionate about self-and process- and organization development
 </li>
 <li>
 Adaptable, logical, and capable of flexing solutions to changing demands: anticipating the local, regional, global impact
 </li>
 <li>
 Comfortable working in a highly matrixed environment
 </li>
 <li>
 Proven ability to build and sustain high performing partnerships, both locally and globally
 </li>
 <li>
 Solid verbal and written communication skills, including the ability to effectively reach out to and communicate with stakeholders and program participants via phone and e-mail.
 </li>
 <li>
 Knowledge of learning management applications (e.g. Crossknowledge, Workday) preferred
 </li>
 <li>
 Fluency in English
 
 
 </li>
 </ul>
 
 Skills/ Qualifications
 
 
 
 <ul>
 <li>
 BA/BS degree required
 </li>
 <li>
 MA/MSc preferred
 
 
 </li>
 </ul>
 
 Competencies Required
 
 
 
 <ul>
 <li>
 Demonstrated experience in owning the details and driving execution against a set plan in an accurate, efficient and timely manner, raising issues, questions and status proactively
 </li>
 <li>
 Acumen in accuracy and attention to detail
 </li>
 <li>
 Adaptable, logical, and capable of flexing solutions to changing demands: anticipating the local, regional, global impact
 </li>
 <li>
 Comfortable working in a highly matrixed environment strongly preferred
 </li>
 <li>
 Ability to build effective and trusted relationships across the HR function
 
 
 </li>
 </ul>
 
 Our Benefits
 
 
 
 To help you stay energized, engaged and inspired, we offer a wide range of benefits including a strong retirement plan, tuition reimbursement, comprehensive healthcare, support for working parents and Flexible Time Off (FTO) so you can relax, recharge and be there for the people you care about.
 
 
 
 Our hybrid work model
 
 
 
 BlackRock&rsquo;s hybrid work model is designed to enable a culture of collaboration and apprenticeship that enriches the experience of our employees, while supporting flexibility for all. Employees are currently required to work at least 4 days in the office per week, with the flexibility to work from home 1 day a week. Some business groups may require more time in the office due to their roles and responsibilities. We remain focused on increasing the impactful moments that arise when we work together in person &ndash; aligned with our commitment to performance and innovation. As a new joiner, you can count on this hybrid model to accelerate your learning and onboarding experience here at BlackRock.
 
 
 
 About BlackRock
 
 
 
 At BlackRock, we are all connected by one mission: to help more and more people experience financial well-being. Our clients, and the people they serve, are saving for retirement, paying for their children&rsquo;s educations, buying homes and starting businesses. Their investments also help to strengthen the global economy: support businesses small and large; finance infrastructure projects that connect and power cities; and facilitate innovations that drive progress.
 
 
 This mission would not be possible without our smartest investment &ndash; the one we make in our employees. It&rsquo;s why we&rsquo;re dedicated to creating an environment where our colleagues feel welcomed, valued and supported with networks, benefits and development opportunities to help them thrive.
 
 
 For additional information on BlackRock, please visit @blackrock | Twitter: @blackrock | LinkedIn: www.linkedin.com/company/blackrock
 
 
 BlackRock is proud to be an Equal Opportunity Employer. We evaluate qualified applicants without regard to age, disability, family status, gender identity, race, religion, sex, sexual orientation and other protected attributes at law.
</div>

Talent and Culture Operations, HR, Analyst

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