Manager HRBP|

About Medline:

Medline has a rich legacy of 100+ years of business in the Healthcare segment. We at Medline India have completed around 12 years of our operations and currently have a 1000+ strong and growing team of technology, finance & and business support professionals who support our businesses worldwide towards a mission to make healthcare run better.

We are an organization with a conducive work environment, ample opportunities to learn, contribute and grow and a highly empowered & engaged team. We encourage our people to share their best ideas and create new opportunities for our customers and ourselves to work together to solve today’s toughest healthcare challenges. These are testimonies to Medline been consistently ranked as Best Employers in multiple categories by Forbes for the last couple of years. We have also been listed at #16 place on Fortune 500 list with $20 Billion sales last year. At Medline India # PeopleMatter

What do we offer :
• An employee-friendly work culture, fair & transparent practices, continuous learning and competitive pay and leading employee benefits.
• Encouragement to transition to different streams / roles as everything is ‘in-house’
• Prospects to work on latest & greatest technologies, value added analytics
• High focus on quality and dynamic work environment with abundant career development opportunities
• Flexible work schedule ensuring a perfect work life balance
• Ample employee-centric benefits fostering employee health and wellbeing
• Inspiration to create positive social & environment change.

Job Description:

HR Consulting:
• Serve as primary point of contact to business leadership for all HR-related needs and initiatives.
• Provide strategic HR consulting and coaching with the goal to influence business leadership action.
• Playing an active role in setting up and overseeing execution of all annual and ad – hoc HR initiatives(ex. Annual Pay Review Cycles, Performance Planning Process, Talent Management Review, Promotion Process and Review) and helping drive the end to end process through calibration and by guiding leadership take the right decisions through an unbiased view.
• Coaching managers on understanding the compensation philosophy and having effective performance conversations with their teams, thus aiming at building manager capability.
• Helps the business with key insights through HR metrics/analytics and periodic dashboards
• Helping managers build strong documentation around Performance Improvement Plans ( PIP), goal setting, career development plans(CDP),promotions.

Strategy:
• Playing a strategic liaison between HR ( L&D, HR operations, C&B) and business to help identify the requirement in respective areas and work collaboratively to deliver the same
• Translate organizational needs into plans of action to achieve organizational goals and strategies.
• Accountable for leading the Employee Engagement initiatives across the finance function.

Employee Relations:
• Investigate employee concerns, grievances, or reports and provide guidance for resolution.
• Provide guidance to management and staff regarding HR guidelines and employment matters consistent with company policies.
• Identify and effectively resolve personnel issues.
• Address employee relations concerns and provide input to management.

Talent Management:
• Develop and execute strategic talent management initiatives addressing Talent Acquisition, Retention, Performance Management, Employee Engagement, Training & Development, and Succession Planning - to ensure alignment with overall business goals.
• Identify and facilitate the delivery of individual executive coaching needs.

Change Management:
• Enable business change through education and influence of business leadership while considering impacts on business goals and objectives.
• Provide thought leadership related to strategic delivery of HR initiatives; reinforce value of HR initiatives.

Facilitate:
• Partner with COEs (Compensation, Benefits, Talent Acquisition, Learning & development) to ensure cohesive delivery of HR programs and services.
• Foster partnerships across the HR function to deliver value-added service to management and employees that reflects the business objectives of the Finance organization and Medline at large
• This position has no direct supervisory responsibilities. Applies depth and/or breadth of HR expertise as a coach or mentor for other positions in the department or in the development of company-wide HR initiatives and strategies.