Business Information:

The Hitachi Energy Indian Operations Center (INOPC) is a competence center with around 2600+ skilled engineers who focus on tendering, engineering, planning, procurement, project Management, functional system testing, installation supervision, documentation and commissioning. However, over the last decade, it has evolved to become the largest Operations hub. The India Operations Centre team at Chennai, Bangalore and Gurugram supports Hitachi Energy's units in more than 40 countries across a wide portfolio of all the four business units in Hitachi Energy To date, the team has executed engineering and commissioning for projects in more than 80 countries.

Mission Statement:

HR Business Partners perform a specialized type of HR work focused on HR consulting to the business which includes, HR consulting and coaching (e.g., working with business leaders to solve significant people and cultural issues, provides expertise in technical and regulatory aspects of employment including hiring, termination, performance management, rewards, etc.). Enabling business change (e.g., supporting the talent aspects of organization structure changes, talent integration related to mergers & acquisitions, etc.). HR program advocacy (e.g., communicating the business value of HR initiatives, managing HR program roll out to minimize business disruption, etc.). Partnering with the business and talent management/staffing and recruiting colleagues on key talent initiatives (e.g., workforce planning, hi-potential employee development, succession planning, etc.) A Specialist Professional (P4) is a recognized subject matter expert in job area typically obtained through advanced education and work experience. Responsibilities typically include: Managing large projects or processes with limited oversight from manager. Coaching, reviewing and delegating work to lower level professionals. Problems faced are difficult and often complex.

• Understand the Business drivers, the current and long-term strategy and identify opportunities for HR to add value to the Business.
• Set and implement HR priorities in the organization in line with group/ global division / global BU / global function and people strategy, covering culture, people, and organization utilizing the existing HR solution portfolio or ensuring to provide new solutions where appropriate.
• Represents HR in the business entity, establishing strong relationships with business leaders and acting as consultant, sparring partner and coach. Accountable for the total HR offering to the business. Articulates the needs of the business to the CoEs and Corporate Shared Services (CSS) to ensure relevant, impactful support for the business.
• Ensure people and organizational capabilities required in the mid-long term are understood and actioned. Ensure that the business positions in the short term are adequately staffed to meet or exceed the annual business targets. Interrogates HR Analytics data to understand key organizational dynamics, trends and issues and define and execute appropriate actions.
• Build performance culture in the organization; Implement group and global business performance standards, KPIs, and targets to enhance business performance. Identify performance issues and take actions to address them in close collaboration with HRBP and CoE. Drive recognition and reward programs for individuals and teams linked to the Business priorities.
• Ensure competence development actions supporting the business strategy are in place; Implement learning and development activities to build and improve competence in collaboration with CoE and CSS. Collaborates with Learning Partners to decide appropriate learning strategies and commission design and execution of customized programs to meet the needs identified. Measures and evaluates effectiveness of learning solutions to demonstrate business impact.
• In close collaboration with Talent Partners in CoE, set and implement strategies and actions to ensure a healthy and sustainable talent structure in the organization. Works closely with Talent Partners to ensure a healthy and sustainable talent pipeline in the organization considering internal Talent pool and external market. Drives and executes all talent processes with Business Leaders e.g. identification and succession planning on business-critical positions, diversity and inclusion and owns the talent outcomes. Where appropriate is directly involved in the recruitment of peer level positions. Define competitiveness position and compensation elements based on business need and in line with group and global strategy and policy Identify issues and risks and works with CoE to identify necessary action
• Implement and ensure compliance with global and local standards, rules, tools, policies and processes related to operations/project execution. Share and develop best practices across the wider HR community. Provides support and governance to the business, ensuring business plans align with overall HR direction, policy and the Business Strategies.
• Provide functional leadership and guidance to HR Business Partners in the local Division/Business Unit/Function in the countries. Ensure that the area of responsibility is properly organized, staffed and directed. Build an effective, capable and high performing team. Develop talent.
• Living Hitachi Energy's core values of safety and integrity, which means taking responsibility for your own actions while caring for your colleagues and the business.

• Bachelor's degree / master's in business administration specializing in human resources or Equivalent.
• Minimum 10+ years of HR management experience, HRBP experience is mandatory.
• Proven HR experience working within a large organization.
• Strong communication skills.
• Proven people leadership and guidance experience.
• Strong Stakeholder engagement experience.
• Creative thinking to support the business grow and develop.
• Ability to multitask with a high attention to details.