The HRBP Talent Management & Retention will be responsible for governance, engagement, capability development, and retention of Graduate Engineer Trainees (GETs) during their first two years with the organization. This role partners closely with Business HRBPs to track performance, attrition risks, skills fitment, and engagement interventions to improve retention and capability building.
Key Responsibilities
1. Talent Governance & Retention Management
- Drive monthly governance reviews for GETs deployed across business units, tracking performance, integration, and progress during the first two years.
- Collaborate closely with Business HRBPs to identify challenges and early warning signals.
- Track and report attrition trends of GETs across businesses.
- Conduct RYG assessments, identify flight risks, and recommend proactive retention actions.
2. Community Building & Engagement
- Own end-to-end planning and execution of GET Conclaves and engagement forums.
- Manage GET community initiatives to enhance engagement and belongingness.
- Curate, gather inputs, and publish the GET Newsletter on an ongoing basis.
3. Compensation & Retention Interventions
- Partner with businesses and HRBPs to assess skills (niche/non-niche) post every P2P fitment quarter.
- Ensure timely processing of fitment and compensation letters for GETs exiting the fitment model.
- Manage this as a continuous quarterly process, given frequent fitment exits.
4. Capability Development & Skills Governance
- Correct and update skill mappings for GETs on a regular basis.
- Identify skill gaps in collaboration with business teams.
- Track and report Individual Development Plan (IDP) completion status across business units.
Stakeholder Management
- Business HRBPs
- Business Leaders / Delivery Managers
- Learning & Development teams
- Compensation & Rewards teams
Key Skills & Competencies
- Strong HRBP and talent management acumen
- Data-driven approach to attrition and retention analytics
- Excellent stakeholder management and communication skills
- Experience in early-career / graduate talent programs
- Strong execution and governance orientation
- Ability to manage multiple ongoing initiatives simultaneously
Experience & Qualifications
- 5–9 years of experience in HRBP / Talent Management / Retention roles
- Experience handling Graduate / Early Career talent programs preferred
- MBA/PGDM in HR or equivalent qualification.
7-12 years96
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Job Description
Download ResumeThe HRBP Talent Management & Retention will be responsible for governance, engagement, capability development, and retention of Graduate Engineer Trainees (GETs) during their first two years with the organization. This role partners closely with Business HRBPs to track performance, attrition risks, skills fitment, and engagement interventions to improve retention and capability building.
Key Responsibilities
1. Talent Governance & Retention Management
- Drive monthly governance reviews for GETs deployed across business units, tracking performance, integration, and progress during the first two years.
- Collaborate closely with Business HRBPs to identify challenges and early warning signals.
- Track and report attrition trends of GETs across businesses.
- Conduct RYG assessments, identify flight risks, and recommend proactive retention actions.
2. Community Building & Engagement
- Own end-to-end planning and execution of GET Conclaves and engagement forums.
- Manage GET community initiatives to enhance engagement and belongingness.
- Curate, gather inputs, and publish the GET Newsletter on an ongoing basis.
3. Compensation & Retention Interventions
- Partner with businesses and HRBPs to assess skills (niche/non-niche) post every P2P fitment quarter.
- Ensure timely processing of fitment and compensation letters for GETs exiting the fitment model.
- Manage this as a continuous quarterly process, given frequent fitment exits.
4. Capability Development & Skills Governance
- Correct and update skill mappings for GETs on a regular basis.
- Identify skill gaps in collaboration with business teams.
- Track and report Individual Development Plan (IDP) completion status across business units.
Stakeholder Management
- Business HRBPs
- Business Leaders / Delivery Managers
- Learning & Development teams
- Compensation & Rewards teams
Key Skills & Competencies
- Strong HRBP and talent management acumen
- Data-driven approach to attrition and retention analytics
- Excellent stakeholder management and communication skills
- Experience in early-career / graduate talent programs
- Strong execution and governance orientation
- Ability to manage multiple ongoing initiatives simultaneously
Experience & Qualifications
- 5–9 years of experience in HRBP / Talent Management / Retention roles
- Experience handling Graduate / Early Career talent programs preferred
- MBA/PGDM in HR or equivalent qualification.