EHRBP

2 Weeks ago • 5 Years + • Human Resource

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hr-strategy

Job Description

The EHRBP (Employee HR Business Partner) based in Mumbai, India, serves as the HR Partner for Nielsen entities. This role requires operational guidance across all HR support areas, ensuring best-in-class practices are deployed while maintaining compliance with local employment laws. Key responsibilities include local deployment of HR processes, projects, and change programs; advising and coaching line managers; driving effective HR delivery; maintaining strong stakeholder partnerships; ensuring accurate data management; fostering positive employee relations; and managing local project components. The EHRBP also interfaces with global HRBP teams, contributing to talent conversations, talent needs visibility, and career development planning. The role demands strong employee advocacy, engagement, and grievance management skills, along with expertise in managing local HR service provision and alignment with HR strategy.

Must have:

5+ years HR experience
Expert in Indian employment laws
Strong stakeholder management
Excellent communication & influencing skills
Proficient in HR processes and projects
Employee relations & advocacy
Data management & compliance

Good to have:

MBA in HR or related field
Experience with global HR teams
Diversity & Inclusion expertise
Change management experience
Project management skills

Scope of this role

The EHRBP serves as the HR Partner with base location Mumbai supporting Nielsen Entities . The EHRBP will provide operational guidance on all areas of HR support and will ensure best in class HR practices as designed by our COEs are deployed. The EHRBP will be accountable for compliance with all employment laws and regulations in the region and will also partner with the Global HRBP team to provide input and align People actions with the larger Business Unit-specific talent strategies.

Responsibilities

Particular emphasis is on the delivery of HR activity in India where region or local context is required.
Interfaces with Global HRBP teams to:
Provide input on Talent conversations and processes.
Give visibility to talent needs.
Ensure continuity in career and development plans for high-potential employees.
And to provide any other insight that may be helpful or necessary for the Global EHRBP holistic view of their organizations.
Accountability for local deployment & delivery of HR processes, projects, and change programmes as determined at a Corporate/business/functional level.
Including policy and procedural compliance across the area and responsibility for Diversity & Inclusion deployment, monitoring, and compliance.
Advise, guide, and coach line managers on their HR responsibilities, management behaviors and team management areas.
Drive the effectiveness of the HR delivery model, ensuring consistency and optimization of HR processes and approach across countries or location (where possible).
In particular; Guide local leaders and line managers to obtain support from the right areas; Utilizing resources at a country or site level to ensure effective use of team resources.
Maintaining strong partnerships with all key stakeholders in the HR model to enable integrated HR Service delivery.
Ensure accurate data management on all organizational changes and comply with approval & notification procedures.
Provide effective employee relations and a positive working climate locally, closely working with employee representative groups, line management and liaising with the ER Leader, where necessary.
Be a champion for employee advocacy and engagement, acting on issues and informing the broader agenda.
Provide effective and necessary support for employee grievance matters Manage local components of projects and wider change programmes.
In particular; Identify gaps and improvements in local HR service provision in line with HR strategy, suggesting initiatives for the local agenda where appropriate.
Manage local projects aligned to HR Business Operations priorities as required.
Interface with COEs (Talent Acquisition, Compensation & Benefits, Talent, Engagement & Development, and DE&I) to ensure a consistent approach to Nielsen’s Employment Value Proposition, Culture, Leadership, and Engagement initiatives across the Region.
Direct and guide line-managers and associates to appropriate learning solutions; providing inputs to Global HR Business Partners and TED COE Ensures all practices adhere to the utmost integrity and compliance in all regulatory matters.
Crisis Management

Qualifications

MBA in HR, Business Administration, or legal field 5 years of Human Resources experience .
Well-developed customer and relationship management skills, including credibility and influencing skills.
Strong customer service orientation.
Ability to remain tactful, calm, and persuasive in controversial and/or confrontational situations, as well as handle multiple competing priorities.
Ability to build a positive employee relations climate, advocate for employees, and maintain objectivity, even under pressure from other stakeholders.
Process-driven and methodical in approach to implementing programs & HR solutions.

About Nielsen

Nielsen shapes the world’s media and content as a global leader in audience measurement, data and analytics. Through our understanding of people and their behaviors across all channels and platforms, we empower our clients with independent and actionable intelligence so they can connect and engage with their audiences—now and into the future. Nielsen operates around the world in more than 55 countries. Learn more at www.nielsen.com or www.nielsen.com/investors and connect with us on social media (Twitter, LinkedIn, Facebook and Instagram).

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