Human Resource Business Partner (HRBP)

About the job

Human Resource Business Partner (HRBP) Function: Human Resources Industry: EPC (Engineering, Procurement & Construction) Location: Gujarat Reporting To: COO / Executive Director Approved By: Board of Directors • POSITION SUMMARY The HR Business Partner (HRBP) will serve as a strategic and compliance custodian for all HR operations across corporate office and project sites in Gujarat. The role ensures full statutory compliance, contractor governance, workforce risk mitigation, policy implementation, and alignment of human capital strategy with EPC project delivery requirements. The position carries high governance responsibility due to the regulatory sensitivity of EPC and construction operations. • STRATEGIC OBJECTIVESEnsure 100% compliance with applicable Central and Gujarat labour laws.Establish robust HR governance across all EPC projects.Mitigate statutory, financial, and reputational risk.Drive disciplined manpower planning and workforce cost control.Support business continuity through effective industrial relations.Strengthen policy framework and ethical culture. • SCOPE OF RESPONSIBILITYCorporate Office – GujaratAll active EPC project sitesDirect & indirect workforce (including contract labour)Interaction with Government Authorities & Statutory BodiesCoordination with EHS, Finance, Legal & Project Teams • KEY ACCOUNTABILITIESA. Statutory & Legal Compliance GovernanceResponsible for ensuring adherence to: Factories Act, 1948 Contract Labour (Regulation & Abolition) Act, 1970 Building & Other Construction Workers (BOCW) Act Industrial Disputes Act Gujarat Shops & Establishment Act EPF & MP Act ESIC Act Payment of Wages Act Minimum Wages Act (Gujarat) Payment of Bonus Act Gratuity Act Professional Tax (Gujarat) Labour Welfare Fund (Gujarat) POSH Act Deliverables: Timely filing of statutory returns. Maintenance of statutory registers. Coordination during inspections. Zero penalty objective. Quarterly compliance certification to management. B. Policy Governance & Institutional FrameworkOwn, implement, review, and periodically update the following policies: Employment & Conduct Policies Code of Conduct & Ethics Anti-Bribery & Anti-Corruption Policy Conflict of Interest Policy Whistleblower Policy Recruitment & Employment Policy Disciplinary & Domestic Enquiry Policy Exit & Final Settlement Policy Compliance & Labour Policies Contractor Compliance Policy Wage & Overtime Policy Leave & Attendance Policy Payroll & Statutory Deduction Policy Gratuity & Separation Policy Equal Opportunity Policy POSH Policy EPC Site Governance Policies Labour Camp Management Policy Worker Welfare Policy Deployment & Transfer Policy Site HR Governance Manual ID & Access Control Policy Substance Abuse Policy Annual review and Board-level reporting on policy effectiveness. C. Contractor & Workforce GovernanceValidate contractor licenses under CLRA & BOCW.Ensure PF/ESIC compliance of contractors.Conduct periodic contractor compliance audits.Ensure adherence to minimum wage standards.Prevent wage disputes and industrial unrest.Monitor site manpower strength and deployment. D. Industrial Relations & Risk ManagementManage grievance redressal framework.Lead disciplinary hearings and domestic enquiries.Mitigate risk of strikes, labour unrest, and site disruption.Coordinate with Legal for labour disputes.Provide workforce risk assessment to management. E. Performance & Cost ManagementWorkforce planning aligned with project timelines.Monitor manpower budgets vs actual.Drive KPI-based performance management.Control attrition of critical project resources.Provide monthly HR analytics to management. F. Audit, Reporting & GovernanceConduct quarterly HR compliance audits.Support internal & external audits.Prepare Board-level HR compliance reports.Maintain risk register related to workforce.Support tender documentation & client audits. • GOVERNANCE REPORTINGThe HRBP shall submit: Quarterly Compliance Certificate Half-Yearly Policy Review Report Annual Labour Compliance Status Report Industrial Relations Risk Assessment Contractor Compliance Summary • AUTHORITY LEVELAuthority to halt contractor operations in case of statutory non-compliance.Authority to initiate disciplinary proceedings.Authority to escalate high-risk compliance issues to Executive Management.Authority to recommend termination of non-compliant contractors. • KEY PERFORMANCE INDICATORS (KPIs)Zero statutory penalties.100% timely return filing.100% contractor compliance documentation.<3% unresolved grievance ratio.Zero major labour dispute incidents.Workforce cost within approved budget.100% POSH compliance & training coverage.

Qualifications

• MBA / PGDM (HR) / MSW
• Experience handling 300–1000 workforce preferred