Besmak - Assistant Manager - HR Business Partner

Description:

Job Title: Assistant Manager HRBP

Location: Oragadam

Qualification: BE with MBA (HR preferred)

Experience: 6-8 years in a corporate HR role

Role Purpose:

The Assistant Manager HRBP acts as a strategic partner to business leaders by aligning HR strategies with organizational goals. The role is responsible for talent management, organizational development, performance management, workforce planning, employee relations, and driving people initiatives that support business growth and enhance employee experience.

Key Responsibilities (JD / TDR):

- Partner with business leaders to understand business goals and align HR strategies to support organizational performance.

- Lead workforce planning initiatives, including manpower budgeting and monitoring headcount vs plan.

- Drive succession planning, talent reviews, and future leadership pipeline development.

- Cascade and monitor performance management processes, ensuring adherence to timelines and quality of goal-setting.

- Support compensation benchmarking, internal parity, and retention strategies across the business unit.

- Identify skill gaps and implement L&D interventions including Kaizen, TOC, technical upskilling, and leadership programs.

- Coach and guide managers on SMART goal setting, employee performance improvement, engagement, and development discussions.

- Analyze HR metrics, dashboards, and trends to support data-driven decision-making.

- Manage employee relations issues, grievance handling, and ensure compliance with statutory and employment regulations.

- Lead organizational development and change management initiatives in collaboration with business leaders.

- Work closely with COEs such as Talent Acquisition, L&D, and C&B to deliver seamless and consistent HR programs.

- Drive employee engagement through surveys, action planning, culture-building initiatives, and continuous improvement.

Required Skillsets:

- Strong understanding of HR business partnering, talent management, and organizational development.

- Excellent knowledge of performance management frameworks and competency-based HR systems.

- Proficiency in HR analytics, data interpretation, and dashboard reporting.

- Good understanding of compensation structures, benchmarking, and retention planning.

- Strong coaching, stakeholder management, and interpersonal communication skills.

- Hands-on experience with employee engagement frameworks and cultural initiatives.

- Solid knowledge of employment laws, ER practices, and statutory compliance.

- Ability to influence leadership and collaborate across functions and COEs.

- Problem-solving capability and a structured approach to decision-making.

- Proficiency in MS Office and HRIS tools.