- Act as the strategic HR partner for assigned business functions/units.
- Understand business objectives and translate them into effective people strategies.
- Partner with leadership on manpower planning, organization structure and workforce productivity.
- Provide data-driven HR insights and actionable recommendations.
2. Employee Lifecycle Management
- Drive end-to-end employee lifecycle management from onboarding to exit.
- Manage employee engagement, retention, grievance handling and employee relations.
- Ensure smooth implementation of HR policies, processes and statutory requirements.
- Conduct regular employee connects and address workplace concerns proactively.
3. Performance Management
- Drive PMS/KPI/KRA processes across assigned functions.
- Partner with managers on goal setting, performance reviews and improvement plans.
- Identify performance gaps and recommend corrective actions.
4. Talent Management & Development
- Identify critical talent, high performers and succession requirements.
- Support talent reviews, career planning and leadership development initiatives.
- Identify training needs and coordinate with L&D; teams for development interventions.
5. Talent Acquisition Partnership
- Work closely with TA teams for manpower planning and critical hiring.
- Ensure timely closure of positions in line with business requirements.
- Support hiring managers with role profiling, selection and onboarding.
6. HR Analytics & MIS
- Track key HR metrics including attrition, absenteeism, manpower cost,
productivity and engagement.
- Prepare HR dashboards and management reports.
- Use HR analytics to identify trends and recommend business solutions.
7. Employee Engagement & Culture
- Drive employee engagement initiatives, HR connects and feedback mechanisms.
- Strengthen organizational culture, values and employee experience.
- Conduct engagement surveys and ensure effective action planning.
8. Compliance & HR Governance
- Ensure adherence to company HR policies and applicable labour laws.
- Maintain HR documentation, audit readiness and process governance.
- Coordinate with HR Operations/Admin/IR teams wherever required.
KEY KRA / KPI
- Manpower Planning & Workforce Productivity
- Employee Engagement & Retention
- Attrition Control
- PMS/KRA/KPI Completion
- Talent & Succession Planning
- Employee Grievance Resolution
- HR Process Compliance
- HR Analytics & MIS
- Training & Development Effectiveness
- Business Stakeholder Satisfaction
CANDIDATE PROFILE
- MBA/PGDM in HR or equivalent qualification.
- 5–10 years of relevant experience in Business HR / HR Generalist / HRBP roles.
- Solid understanding of HR processes across the complete employee lifecycle.
- Excellent stakeholder management and communication skills.
- Strong analytical, problem-solving and decision-making ability.
- Hands-on experience with PMS, employee engagement, HR analytics and talent management.
- Manufacturing / Engineering / FMCG / Retail experience preferred.