Key Responsibilities

1. 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.

1. 2. 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.

1. 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.

1. 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.

1. 5. 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

1. 10+ years of progressive HR experience.

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

3. Solid 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 (India)
🏢 Saint-Gobain
📍 India