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 setting.
3. Strong experience in end-to-end recruitment, Learning & Development, talent management, and employee engagement.
4. Experience managing recruitment consultants, RPO partners, and multiple stakeholders.
5. 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
📍 Mumbai