Purpose of the Role

      The HR Business Partner (HRBP) plays a critical role in aligning HR strategies with business objectives, influencing all levels of the organization, and fostering a culture of engagement and excellence. This position requires a strategic thinker with strong relationship management skills who can navigate ambiguity while providing structure and guidance. The HRBP will collaborate closely with leadership and stakeholders to enhance organizational effectiveness and support the overall workforce strategy.

Key Responsibility Areas

• Lead HRBP operations for the entire plant, ensuring alignment with business goals and manufacturing priorities.
• Act as a strategic advisor to plant leadership on workforce planning, talent strategy, and organizational effectiveness.
• Drive HRBP frameworks that support high-performance culture, operational excellence, and employee well-being.
• Lead and mentor a team of HRBPs and HR executives, ensuring role clarity, performance, and development.
• Build HRBP capability through coaching, training, and exposure to cross-functional projects.
• Foster a collaborative and accountable HR team culture.
• Oversee end-to-end employee lifecycle processes: onboarding, confirmation, transfers, promotions, and exits.
• Ensure consistent and compliant execution of HR operations across all workforce categories.
• Drive digitization and process improvement in lifecycle management.
• Champion employee engagement initiatives tailored to plant dynamics and workforce diversity.
• Collaborate with Employee Engagement and DEI teams to ensure inclusive and culturally sensitive programs.
• Monitor engagement metrics and lead interventions to improve morale and retention.
• Lead the performance management cycle for all plant employees, ensuring fairness and rigor.
• Partner with line managers to identify high-potential talent and succession pipelines.
• Drive talent reviews, career development plans, and capability building initiatives.
• Ensure adherence to labor laws, EHS norms, and internal HR policies.
• Lead HR audits, statutory inspections, and compliance reporting for the plant.
• Mitigate HR-related risks through proactive governance and stakeholder engagement.
• Monitor and report key HR metrics: headcount, attrition, absenteeism, engagement, productivity.
• Present dashboards and insights to GM-HR and plant leadership for strategic decision-making.
• Use data to drive continuous improvement and workforce planning.

Knowledge Specific

Essential:

• Master’s/Bachelor’s degree in Human Resources or equivalent specialization.
• 10 to 15 years of experience in an HR Business Partner role, specifically within the manufacturing sector.
• Proven expertise in managing end-to-end HR operations, employee lifecycle, and compliance in a plant or factory setting.
• Strong understanding of labor laws, EHS norms, and statutory requirements.

Desired:

• Strong strategic thinking and business acumen, with the ability to align HR strategies with manufacturing and operational goals.
• Exceptional leadership, communication, and interpersonal skills to influence and engage stakeholders across all levels.
• Proficiency in HR analytics and tools (e.g., Workday, Power BI) for data-driven decision-making