Our client is a leading and professionally managed organization with a significant presence across commercial and premium assets in India. As part of its continued growth and expansion of the South India business portfolio, the organization is looking to appoint a Senior Manager HR Business Partner based in Chennai.
The role will be responsible for independently leading the HR Business Partnering agenda for the South India portfolio, working closely with business leadership and functional stakeholders across Chennai, Hyderabad and other relevant locations.
The organization is looking for a mature, self-driven and commercially oriented HR qualified who can operate independently, understand business priorities, and translate them into effective people strategies.
ROLE OVERVIEW The incumbent will act as the Strategic HR Business Partner for the South India portfolio, partnering with senior business leaders to drive the complete people agenda.
The individual will be expected to operate with a high degree of autonomy, taking ownership of the South portfolio rather than functioning purely as an HR execution resource.
KEY RESPONSIBILITIES
1. Strategic HR Business Partnering
- Act as the primary HR Business Partner for the South India business portfolio.
- Partner closely with Business Heads, Functional Heads and senior leadership to understand business priorities and translate them into people strategies.
- Provide independent HR advisory support to business leadership on organizational and people-related matters.
- Build strong credibility with senior stakeholders and act as a trusted HR advisor.
- Ensure HR interventions are aligned with business objectives, growth plans and operational priorities.
1. South India Portfolio Ownership
- Independently manage the HR agenda across the South India portfolio.
- Partner with stakeholders across Chennai and Hyderabad, with regular travel to Hyderabad.
- Understand location-specific business challenges and develop appropriate HR interventions.
- Ensure consistency in HR policies, processes and employee experience across locations.
- Establish strong relationships with business leadership and employees across the portfolio.
1. Workforce Planning & Organization Design
- Drive annual and long-term workforce planning in partnership with business leaders.
- Assess manpower requirements based on business growth, productivity and operational requirements.
- Support organization design, restructuring and role rationalization initiatives.
- Review manpower costs and provide insights to leadership for effective workforce decisions.
- Ensure the organization has the right talent and capabilities to support business growth.
1. Talent Management & Succession Planning
- Lead talent review processes for critical business functions.
- Identify high-potential and critical talent.
- Develop succession plans for key positions.
- Partner with leaders on career development and individual development plans.
- Build a sustainable leadership pipeline for the South business.
1. Performance Management
- Drive the complete performance management cycle across the portfolio.
- Partner with managers on goal setting, performance reviews and calibration.
- Support leadership in managing underperformance through structured interventions.
- Ensure performance management is aligned with business objectives.
- Drive a high-performance culture across the organization.
1. Employee Engagement & Retention
- Develop and implement employee engagement initiatives based on business and employee needs.
- Conduct employee connects, leadership interactions and engagement forums.
- Analyze employee feedback and engagement data and develop action plans.
- Identify key retention risks and implement proactive interventions.
- Strengthen employee experience and organizational culture.
1. Employee Relations
- Act as a senior point of contact for complex employee relations matters.
- Partner with business leaders and managers to resolve employee concerns effectively.
- Handle sensitive employee issues with maturity, confidentiality and sound judgment.
- Support grievance management, disciplinary matters and policy interpretation.
- Ensure a fair and consistent employee experience.
1. Leadership Advisory & Coaching
- Coach managers and business leaders on people management.
- Provide guidance on difficult people decisions and organizational challenges.
- Support leaders in managing performance, engagement and retention.
- Help business leaders build strong and high-performing teams.
1. Change Management
- Lead HR interventions during organizational restructuring, business expansion and transformation.
- Develop change communication and stakeholder engagement plans.
- Support leaders and employees through organizational transitions.
- Ensure smooth adoption of new HR processes and organizational initiatives.
1. HR Analytics & Business Insights
- Track key HR metrics including:
- Headcount
- Attrition
- Employee Cost
- Productivity
- Engagement
- Performance
- Talent movement
- Develop meaningful HR dashboards and reports for leadership.
- Convert HR data into actionable business insights.
- Identify trends and recommend corrective actions to business leadership.
1. HR Governance & Compliance
- Ensure implementation of HR policies and processes across the South portfolio.
- Maintain strong HR governance and compliance standards.
- Partner with relevant HR teams on statutory and regulatory requirements.
- Ensure consistent application of organizational policies.
PREFERRED CANDIDATE PROFILE
Experience
- 10 to 15 years of overall HR experience
- Significant experience in HR Business Partnering / Business HR
- Experience handling a large business portfolio independently
- Proven experience partnering with senior business leadership