Key Responsibilities 1.

Talent

Acquisition

Own the end-to-end recruitment lifecycle for assigned business functions.

Partner with business leaders to understand current and future hiring requirements and develop recruitment plans.

Manage recruitment through multiple channels including RPO partners, recruitment consultants, job portals, employee referrals, and social media.

Drive hiring metrics such as time-to-hire, quality-of-hire, offer-to-joining ratio, and recruitment cost optimization.

Ensure an excellent candidate experience throughout the hiring journey.

Coordinate with hiring managers for interview scheduling, assessment, selection, salary benchmarking, and offer management.

Build and maintain a strong talent pipeline for critical and future positions.

Develop and implement employer branding initiatives to attract high-quality talent.

- Learning & Development

Identify learning and capability gaps through business discussions, performance reviews, and competency assessments.

Design, implement, and manage learning programs covering induction, functional, behavioural, managerial, and leadership development.

Coordinate with internal subject matter experts and external training partners for program delivery.

Drive leadership development initiatives, succession planning, and high-potential employee development.

Monitor training effectiveness through feedback, assessments, and business impact analysis.

Maintain annual training calendars, budgets, and learning records.

Promote a continuous learning culture across the organization.

3.

Talent

Management

Drive the organization's performance management process including goal setting, mid-year reviews, annual appraisals, and development planning.





Partner with business leaders on talent reviews and succession planning.

Support career development, internal mobility, and employee retention initiatives.

Identify high-potential employees and recommend development interventions.

Provide guidance to managers on performance improvement plans and employee development.

4.

Employee

Engagement

Plan and execute employee engagement initiatives to strengthen organizational culture and employee experience.

Conduct employee feedback surveys and recommend action plans.

Support recognition and reward initiatives.

Act as a trusted HR partner for employee concerns while maintaining confidentiality.

Drive communication initiatives that enhance employee connect and engagement.

- Strategic HR Business Partnering

Partner with business leaders to align HR initiatives with business objectives.

Advise managers on organizational design, workforce planning, and change management.

Support organizational restructuring and business transformation initiatives.

Analyze HR metrics and provide actionable insights to leadership.

Ensure HR policies and practices comply with applicable labour laws and organizational standards.

Handle employee relations matters professionally and in line with company policies.

Key Performance

Indicators (KPIs) Talent Acquisition Time-to-Hire

Offer Acceptance Ratio





Offer-to-Joining Conversion

Quality of Hire

Recruitment Cost Optimization

Critical Position Closure Learning & Development Training Calendar Completion

Training Effectiveness Score

Average Learning Hours per Employee

Leadership Development Program Completion

Internal Capability Improvement Talent Management Performance Review Completion

Succession Planning Coverage

Internal Promotion Ratio

High-Potential Employee Retention

Individual Development Plan Completion Employee Engagement Employee Engagement Score

Participation in Engagement Activities

Employee Retention

Employee Feedback Closure

Recognition Program Effectiveness Required Qualifications Bachelor's Degree in any discipline.

MBA/MMS/MHRM/PGDM in Human Resources from a recognized institution.

Experience 10+ years of progressive HR experience.

Minimum 3–4 years of HR Business Partner experience in a manufacturing plant/site environment.

Robust experience in end-to-end recruitment, Learning & Development, talent management, and employee engagement.

Experience managing recruitment consultants, RPO partners, and multiple stakeholders.

Exposure to performance management, succession planning, and leadership development programs.

Key Competencies

Strategic HR Business Partnering

Talent Acquisition & Workforce Planning

Learning & Development

Performance & Talent Management

Stakeholder Management

Employee Relations

Labour Law & Statutory Compliance

Data Analytics & HR Metrics

Communication & Presentation Skills

Problem Solving & Decision Making

Change Management

Business Acumen

Influencing & Negotiation Skills

High level of integrity and confidentiality

📌 Manager - Human Resources (Mumbai)
🏢 Saint-Gobain Group in India
📍 Mumbai