HR Business Partner

About the job

Role Objective : To act as a strategic partner to business and functional leaders by aligning people strategy with organizational goals. The HRBP will drive workforce effectiveness, implement system-driven HR processes, leverage analytics for decision-making, and support productivity and performance-linked programs to build a high-performing culture across the manufacturing operations. Key Responsibilities : 1. Strategic & Business Partnership • Collaborate with business and functional leaders to design and execute people strategies aligned with short- and long-term business objectives. • Serve as a strategic advisor on organizational design, manpower planning, and talent optimization. • Participate in strategic reviews and contribute to business planning discussions with HR insights and data trends. 2. Talent Management & Capability Building • Lead manpower planning, recruitment, and onboarding aligned to business expansion and production goals. • Drive talent review, succession planning, and leadership development initiatives. • Partner with functional heads to identify critical skill gaps and create focused learning interventions. 3. Performance Management & Incentive Programs • Implement and monitor Performance Linked Incentive (PLI) and Productivity Linked Incentive programs to ensure alignment between employee performance and organizational outcomes. • Track, analyze, and report PLI / Performance metrics through HR dashboards and business reviews. • Ensure fair, transparent, and data-driven performance evaluation processes across departments. • Support HODs and managers in goal-setting, KPI alignment, and appraisal moderation. 4. HR Systems & Analytics • Leverage HRMS, analytics, and dashboards to provide insights on attrition, productivity, absenteeism, and manpower cost. • Implement automation and digital HR processes for improved efficiency. • Prepare monthly and quarterly HR reports to support leadership decision-making. 5. Employee Engagement & Culture Building • Foster a culture of ownership, innovation, and continuous improvement. • Design and implement engagement programs tailored to manufacturing workforce dynamics. • Build trust and collaboration through open communication and proactive issue resolution. 6. Policy Implementation & Compliance • Ensure consistent implementation of HR policies, procedures, and legal compliance. • Partner with cross-functional teams to drive standardization of HR practices across plants and business units. 7. Competency Mapping and Matrix : Establish and maintain a competency mapping and matrix framework to align role requirements with employee capabilities, ensuring continuous development and readiness for current and future business needs.

Requirements

• Strategic Partnership
• Talent Management
• Performance Management
• HR Systems
• Employee Engagement

Qualifications

• MBA / PGDM in Human Resources

Preferred Technologies

• Strategic Partnership
• Talent Management
• Performance Management
• HR Systems
• Employee Engagement