HR Business Partner - Manufacturing Firm

As the HR Business Partner, the incumbent is responsible for creating and implementing the people strategy to enable and drive business performance. It is preferred to have a professional who comes with functional expertise to be able to also lead various HR projects

Major Duties/Responsibilities :

- Organization Structures & Culture : The incumbent will implement the right organization structure in line with business priorities and goals to ensure optimum manpower productivity. This will be further supported by the implementation of processes like performance management and talent development strategies to ensure a high-performance organization.

- Talent Acquisition & Onboarding : Implement appropriate strategies for recruitment of quality hires across functions & regions further supported by the right induction and onboarding processes. Manpower planning & forecasting basis business needs, involvement in talent acquisition across levels within defined TAT through conducting interviews, liasioning with talent acquisition team and functional stakeholders.

- Talent Management : The incumbent will be required to drive the key strategic agenda for the Sales function such as building functional capability and strengthening the leadership pipeline and ensure development of high potential employees.

- Employee Engagement : The role entails driving the employee engagement surveys to understand the voice of the employees and roll out corrective/developmental actions that have a positive impact of employee engagement and thereby productivity & retention.

- Employee Retention : Conducting exit interviews, attrition analytics, uncovering themes, insights and implementing function-wide and employee-level measures to retain good talent

- Learning & Development : The incumbent will be responsible to design, develop and implement a capability-based training framework for various roles in the organization.

Knowledge, Skills, and Abilities required :

- Proven track record of successful implementation of people strategy, programs, and initiatives

- Deep functional expertise in any of the COE areas (Recruitment, Learning & Development, Talent management, Compensation, and Benefit) will be preferred

- Knowledge of labour law principles and practices

- Demonstrate commercial acumen and understanding of the business/function and ability to balance it with HR priorities/initiatives

- Excellent interpersonal, influencing, negotiation and communications skills to manage effective stakeholder relationship

Minimum Education and Experience Requirements:

Education : MBA in HR

Experience : 4 to 6 years of Experience, out of which at least 2 years of experience as HR Business Partner