The HR Business Partner (HRBP) acts as a strategic partner to business leaders, aligning HR initiatives with organizational goals. The role focuses on driving talent strategy, workforce planning, employee engagement, performance management, and organizational development while ensuring HR compliance and operational excellence.

Key Responsibilities

11. Functional Planning Strategy

- 1.1 Provide inputs in creating Human Resources (HR) strategy at the Business Unit Level create roadmap aligned with Business and Corporate HR policies, objectives

1.2 Oversee end-to-end implementation of Human Resources (HR) plans, projects, programs for Services Sites in line with tkII Corporate HR policies Procedures 1.3 Ensure effective roll-out of Corporate HR initiatives and communications to employees at all levels as per plan

1.4 Be the change agent by leading, supporting and contributing to overall business improvement on people issues outcomes to ensure strategic change objectives are achieved for sites

1.5 Participate in Human Resources (HR) budgeting cycle process and provide inputs on budget allocation for Services Sites

1.6 Oversee deployment of HR budget and ensure efficient utilization and minimum variance in target v/s actual

2. Talent Acquisition Development

- 2.1 Drive recruitment activities including- preparation of manpower plan, job descriptions, interview scheduling, panelist identification, etc. for the business in consultation with the Talent Acquisition Team

2.2 Advice the Cluster/Functional Heads regarding manpower skills and talent availability in line with the future business projections / requirements etc., 2.3 Support the Corporate Recruitment Team in completing new joinees formalities documentation Support in organizing induction to ensure all employees of their respective cluster have been covered in induction programs

2.4 Support Talent development by focusing on Business Division capability, Individual needs and core competence

2.5 Consolidate training needs and share with the Corporate Learning and Development Team

2.6 Coordinate the development, implementation, delivery, evaluation, and auditing of organizational training program to ensure all workforce capabilities are met and maintained





2.7 Communicate the annual training calendar to all employees and coordinate participation for the cluster/sites in the desired programs

2.8 Facilitate the identification of internal trainers from the respective divisions to promote in-house expertise and talent

3. Performance Management System and Compensation

- 3.1 Drive Performance Management System (PMS) cycle and facilitate smooth completion of Performance Planning, Quarterly Review, Mid-Year Review Year-end Review in time

3.2 Consolidate appraisal forms, facilitate the review process and provide consolidated forms and ratings to the Corporate HR Team 3.3 Ensure feedback are provided to Employees by Line Managers and help resolve any disagreements/grievances

3.4 Facilitate identification of high-potential employees and share inputs with the Corporate HR team Support in preparing individual development plans for the key employees and high potential employees to support high-performance culture

3.5 Liaise with the corporate Compensation Benefits (CB) team to implement CB routine work and projects effectively and accurately: monthly payroll Inputs, annual perks etc.,

3.6 Provide inputs on pay proposals, benefits program to attract and retain talents

4. Employee Relations

- 4.1 Co-create and drive employee engagement plans and maintain and strengthen relationships enabling a positive work environment

4.2 Act as a first point of contact for any escalation and timely resolution of HR queries/issues/requests from employees in-consultation with Corporate Team 4.3 Proactively counsel and coach employees, as appropriate and serve as a link to communicate management views

4.4 Provide advice and support to Line Managers to improve employee relations and maximize the effectiveness of individuals and teams ensuring achievement of operational goals / objectives





4.5 Monitor and report employee pulse through regular engagement with employees Lead initiatives for employee communication on company initiatives/projects/policies at every level

5. Leadership Support

- 5.1 Leverage business understanding to connect and listen to Business leaders to clearly understand business needs and create HR solutions that are meaningful, executable and sustainable

5.2 Work closely with management and employees to improve work relationships, build morale, and increase productivity and retention 5.3 Support senior management in the function in identifying successors for critical positions, identifying skill gaps to facilitate talent development, and appropriate deployment of manpower

5.4 Work with the senior management team to identify opportunities for productivity improvements

6. Policies, Processes Procedures

- 6.1 Implement Human Resources (HR) policies, processes procedures across employee lifecycle for Business and Service Functions and monitor their adherence so that work is carried out in consistent and controlled manner

6.2 Identify opportunities for continuous improvement of Human Resources (HR) policies, processes and procedures taking into account leading practices, and technological advancements in the industry 6.3 Support with overall HR policy management, including revisions, communication, and interpretation in line with tkII policy

6.4 Monitor day-to-day activities to ensure all Human Resources (HR) policies, procedures and programs are administrated properly in the business division and is in line with set standards, and statutory compliances

Key Skills Competencies

- Strong business acumen
- Stakeholder management
- Conflict resolution negotiation
- Data-driven decision-making
- Communication influencing skills
- Problem-solving mindset
- High emotional intelligence

Educational Qualification

- MBA / PGDM in Human Resources (preferred)
- Bachelor s degree in any discipline
- 5-10 years of experience in HR, with at least 2-3 years in an HRBP role
- Experience working closely with business leaders
- Exposure to performance management, talent development, and employee relations.

Disclaimer: This job posting has been aggregated from external source. Role details, content, and availability are subject to change. Applicants are advised to confirm the latest information directly on the company website before applying.

📌 MANAGER - HUMAN RESOURCES (Pune)
🏢 TKIL Industries
📍 Pune