Key Responsibilities

Strategic Business Partnering

- Partner with business leaders to understand business priorities and provide HR solutions that drive organizational performance.
- Advise managers on people-related matters, including organization design, workforce planning, talent development, and employee relations.
- Support business transformation and change management initiatives.
- Act as a trusted advisor to leadership teams on HR strategies and interventions.

Talent Management & Succession Planning
- Drive the talent review and succession planning process across assigned business units.
- Identify high-potential employees and create development plans for critical talent.
- Facilitate leadership development and capability-building initiatives.
- Support internal talent mobility and career progression opportunities.

Performance Management
- Lead the performance management cycle, including goal setting, performance reviews, calibration, and development planning.
- Partner with managers to address performance gaps and enhance team effectiveness.
- Ensure consistent application of performance management frameworks and policies.

Employee Engagement & Culture
- Drive employee engagement initiatives and action planning based on engagement survey outcomes.
- Foster a positive workplace culture aligned with organizational values.
- Design and implement employee recognition and retention programs.
- Actively monitor employee pulse and address workplace concerns proactively.

Employee Relations
- Serve as the primary point of contact for employee grievances, disciplinary matters, and workplace conflict resolution.
- Ensure compliance with company policies, labor laws, and HR governance requirements.
- Guide managers on employee relations issues while minimizing organizational risk.





Workforce Planning & Recruitment
- Support manpower planning in alignment with business growth objectives.
- Collaborate with Talent Acquisition teams to ensure timely hiring of key positions.
- Participate in leadership and niche hiring discussions where required.

Compensation & Rewards
- Support annual compensation review, promotion, and rewards processes.
- Provide recommendations on employee retention and reward strategies.
- Ensure fair and consistent application of compensation practices.

HR Analytics & Reporting
- Analyze HR metrics including attrition, productivity, engagement, absenteeism, and talent pipeline.
- Present insights and recommendations to business leaders.
- Drive data-based decision-making to improve workforce effectiveness.

Policy Implementation & Compliance
- Ensure adherence to HR policies, processes, and statutory requirements.
- Support audits and compliance reviews as required.
- Drive HR governance and process excellence within assigned functions.

Qualification

- MBA/PGDM in Human Resources from a recognized institution.
- Certification in HRBP, Talent Management, Coaching, or Organizational Development will be an added advantage.

Experience

- 5-10 years of progressive HR experience, with at least 4-5 years in an HR Business Partner role.
- Experience partnering with senior business leaders in a quick-paced corporate environment.
- Exposure to managing large employee populations across multiple locations is preferred.

Key Competencies

- Strategic HR Business Partnering
- Stakeholder Management
- Talent Management & Succession Planning
- Employee Engagement
- Performance Management
- Employee Relations
- Change Management
- Influencing & Negotiation Skills
- Data Analytics & HR Metrics
- Business Acumen

📌 Senior Manager - Human Resources (Maharashtra)
🏢 HDFC ERGO General Insurance
📍 Maharashtra