- Act as the HR point of contact for assigned business functions.
- Understand business requirements and provide timely HR support and solutions.
- Partner with managers on people-related matters and organizational requirements.
- Support manpower planning and workforce optimization.
2. Employee Relations & Engagement
- Address employee grievances and support resolution of workplace issues.
- Drive employee engagement initiatives and improve employee experience.
- Conduct regular employee connect meetings and identify people-related concerns.
- Support disciplinary and employee relations processes in line with company policies.
3. Performance Management
- Coordinate the performance appraisal and goal-setting process.
- Support managers in defining KRAs/KPIs and conducting performance reviews.
- Track performance improvement plans and provide necessary HR support.
4. Talent Management & Development
- Identify talent and support succession planning initiatives.
- Coordinate training and development programs based on business needs.
- Support internal mobility, career development, and retention initiatives.
5. Recruitment & Onboarding
- Work closely with the Talent Acquisition team for manpower requirements.
- Support hiring managers in defining job requirements and selection criteria.
- Ensure smooth onboarding and induction of new employees.
6. HR Analytics & MIS
- Prepare and analyze HR reports related to headcount, attrition,
absenteeism, recruitment, and employee engagement.
- Maintain accurate employee data and HR dashboards.
- Provide people insights to management for decision-making.
7. HR Policies & Compliance
- Ensure effective implementation of HR policies and processes.
- Support statutory compliance and HR audits as required.
- Ensure adherence to company HR practices across assigned functions.
Key Performance Indicators (KPIs)
- Employee engagement and retention
- Attrition and absenteeism levels
- Timely closure of employee grievances
- Manpower planning and position closure
- Performance appraisal completion
- Training and development effectiveness
- HR process compliance
- Employee satisfaction and stakeholder feedback
- Accuracy and timeliness of HR MIS
Candidate Profile
- MBA/PGDM in HR / Human Resources / Personnel Management preferred.
- Min 7 years of relevant experience in HR Business Partnering / Generalist HR roles.
- Experience in manufacturing, plant, or industrial environments will be an advantage.
- Strong knowledge of HR processes, employee relations, performance management, and HR policies.
- Positive analytical, communication, interpersonal, and stakeholder-management skills.
- Ability to work independently and collaborate effectively with business leaders.
- Proficiency in MS Excel, HRMS/HRIS, and HR reporting tools.