People Business Partner

OVERVIEW OF THE ROLE

As a People Business Partner at our Global Capability Center (GCC) in India, you will play a critical role in aligning HR strategies with business objectives. You will work closely with senior management and employees to foster a high-performance culture, drive talent management initiatives, and ensure the effective delivery of HR services. Define and deliver relevant people plans that support the functional agenda, as that agenda evolves. Own initiatives that enhance the culture, capacity and capability required to build engaged high-performing inclusive teams in context of the evolving business landscape of Flutter.

KEY RESPONSIBILITIES  

Strategic HR Partnership

• Strategically partner with senior leaders to deliver their business objectives through their people and talent agenda.
• Strategically partner with business leaders to design and deliver on organisation design, workforce planning and changes initiatives designed to ensure that functional structures enable the achievement of their strategies.
• Contribute to the development and implementation of HR policies and procedures.
• Own the delivery of people plans across the relevant business portfolio to make us the natural home for the world’s best talent by attracting, developing and empowering to thrive the people who power and protect the growing family of Flutter.
• Build strong relationships across with relevant stakeholder groups across the evolving landscape of our divisions, brands and locations across Flutter.

Talent Management

• Oversee performance management processes, including goal setting, performance reviews, and development plans.
• Develop and implement employee retention strategies.
• Identify high-potential employees and create succession plans.
• Provide support to the manager population that equips them to lead engaged high-performing inclusive teams.
• Effectively embed core people processes across the employee lifecycle and encompassing reward & recognition, engagement, talent, performance and DEI to deliver on strategic people priorities.

Employee Relations

• Collaborate with relevant HR centres of excellence and other relevant stakeholders to deliver a seamless experience across the employee lifecycle.
• Foster a positive work environment through effective employee engagement programs.
• Address and resolve employee concerns and conflicts in a timely and effective manner.
• Ensure compliance with local labor laws and company policies and continually optimise our HR processes and policies.

Learning and Development

• Identify training needs and develop comprehensive learning and development programs.
• Facilitate leadership development initiatives and promote continuous learning culture.
• Develop manager capability through coaching, challenge and development interventions.

Change Management

• Support organizational change initiatives by providing guidance on change management strategies.
• Help leaders and employees navigate through transitions smoothly.
• Use people analytics and insights to inform, monitor and assess our decisions and initiatives.

TO EXCEL IN THIS ROLE, YOU WILL NEED TO HAVE

• Education: Bachelor’s degree in human resources, Business Administration, or a related field. Master’s degree or HR certification (e.g., SHRM-SCP, SPHR) is preferred.
• Experience: 8 to 12 years of progressive HR experience, with at least 5 years in an HRBP role. Experience in a GCC or multinational organization is highly desirable.
• Skills:
  • Strong business acumen and understanding of organizational dynamics.
  • Excellent interpersonal and communication skills.
  • Proven ability to influence and build strong working relationships with senior leaders.
  • Demonstrated experience in talent management, employee relations, and change management.
  • Proficient in HR analytics and metrics.
  • Ability to handle sensitive and confidential information with integrity.
  • Experience within a rapidly changing work environment and ability to deal with ambiguity.
  • Strong drive to deliver at pace with ability to manage multiple priorities.
  • Ability to work effectively with teams and senior managers.
  • Ability to work under pressure and prioritize own work as well as that work of others.
• Key Competencies
  • Leadership: Ability to lead and inspire teams and individuals.
  • Strategic Thinking: Capability to develop and implement HR strategies aligned with business goals.
  • Problem-Solving: Strong analytical skills to identify and resolve complex HR issues.
  • Adaptability: Flexibility to manage changing priorities and navigate through ambiguity.
  • Cultural Awareness: Sensitivity to diverse cultural backgrounds and practices, especially within a GCC environment.