Advanced People Capability Business Partner

Welcome to the world of land-based gaming. At Light & Wonder, it’s all about the games, and our Gaming team builds cutting-edge technology, products, and content for the most iconic casinos and operators across the globe.

Works closely with management in the implementation of corporate policies related to human resources, organizational and employee development at the business unit or division level. Consults with employees and managers to address root causes of human resources issues, attempting to resolve employee relations issues with a systematic approach. Participates in company-wide programs and initiatives (e.g., salary review, stock renewal, workforce planning, and organizational change). Assists senior management in the development of solutions through organizational development and cultural and process-oriented perspectives. May play a role in administering talent management and succession planning activity within client organization. Key skills and abilities include coaching, influencing, facilitation, presentation, communication, process development, analysis and problem solving. Employees whose specific responsibility is organizational development, report to Organizational Development.

• Understand business priorities, Challenges, key development areas Build credibility & support business in fulfilling the Talent strategy and business-related initiatives

• Coach leaders and managers on People related decisions & actively participates in long term talent planning and development

• Represent business and share their feedback/inputs in Organizational initiatives

• Collaborate closely with Business Partners in India & Globally to support the People Capability department's initiatives and projects.

• Drive People Capability initiatives and lead tasks related to HR Service Delivery, Learning & Development, Communications, Change Management, and Compensation and Reward programs.

• Analyze and interpret various types of employee metrics (Diversity, Compensation parity, job levels & attrition) to guide decision making and provide proactive solutions to the business

• Promptly resolve issues related to HR policies and practices.

• Partner with senior leadership to develop and implement effective HR policies and practices that will support the strategic growth of the business

• Support the induction and orientation process for newly hired employees, ensuring smooth adaptation to the company culture.

• Educate, coach, and partner with managers on performance evaluation, management and employee development goals to drive High performance culture

• Support HR Leader and collaborate with relevant teams on complex employee relations cases, including those involving financial or legal risks, redundancies, grievances, and disciplinary actions.

• Succession planning: select and develop key talent to ensure there are talents to fill in critical roles

• Support recruiting programs in alignment with the Talent Acquisition team to attract and retain top talent.

• Partner with the talent acquisition team in evaluating candidates for respective business units

• Initiate domestic and international transfer on Workday and collaborate with Immigrations, HRIT and PCS teams for a smooth transfer.

• Partner with Learning & Development to work on value-added programs in areas of Technical training, Individual development, Career progression & Succession

• Participate in the evaluation and monitoring of training programs to ensure their effectiveness and follow up to ensure training objectives are met.

• Serve as a primary point of contact for employees regarding HR-related queries, including benefits, policies, procedures, and workplace issues.

• Support HR Leader and work with the PC Centre of excellence on process and decisions relating to complex cases with financial or legal risks, redundancies, grievances, and disciplinary actions. Serve as a primary point of contact for employees regarding HR related queries, including benefits, policies, procedures, and workplace issues.

• Provide accurate and timely information to employees, Manager and Business leaders and escalate complex queries to the respective stakeholders when necessary.

• Ensure that employee queries are resolved efficiently.

• Support employee engagement initiatives, including round tables, focus groups, and feedback mechanisms.

• Assist in organizing employee events, recognition programs, and team-building activities.

• Collaborate with the Business team in developing engagement initiatives based on the Global engagement survey

• Perform other related duties as assigned by the HR leadership team.

• Excellent communication, negotiation, and influencing skills, with the ability to build strong relationships across functions and geographies. Excellent interpersonal and customer service skills.

• Excellent organizational skills and attention to detail.

• Ability to comprehend, interpret, and apply the appropriate sections of applicable laws, guidelines, regulations, ordinances, and policies.

• Ability to acquire a thorough understanding of the organization’s hierarchy, jobs, qualifications, compensation practices, and the administrative practices related to those factors.

• Excellent time management skills with a proven ability to meet deadlines.

• Strong analytical and problem-solving skills.

• Proficient with Microsoft Office Suite or related software.

• 8+ years of progressive HR experience, with a focus on business partnering within a global, matrixed organization.

• Working knowledge of multiple human resource disciplines, including compensation practices, talent and organizational design, employee relations, diversity, performance management, change management and employment laws.

• Bachelor’s/Master’s degree in Human resources/Psychology will be an added advantage