Business partnering and operations

- Partner with regional, cluster, site, and account managers on all people-related matters.

- Understand client contracts, manpower requirements, deployment plans, service-level expectations, and operational challenges.

- Provide practical HR advice to improve workforce availability, productivity, discipline, and service quality.

- Participate in business reviews and provide insights on people-related risks and opportunities.

- Support mobilisation of recent contracts and transition of employees during contract changes.

Workforce planning and recruitment

- Plan manpower requirements by site, role, shift, skill, and client contract.

- Coordinate with recruitment teams to close vacancies within agreed timelines.

- Monitor deployment, absenteeism, attrition, overtime, replacement requirements, and critical vacancies.

- Develop workforce plans for security, housekeeping, technical, soft-services, and supervisory roles.

- Support internal movement, promotions, transfers, redeployment, and succession planning.

Employee relations

- Handle employee grievances, disciplinary matters, counselling, investigations, and conflict resolution.

- Maintain proper documentation for warnings, show-cause notices, domestic enquiries, and separation cases.

- Support managers in applying policies consistently and fairly.

- Identify recurring employee-relations issues and recommend preventive action.

- Maintain effective communication with frontline and contractual employees.

Compliance and documentation

- Ensure compliance with applicable labour laws, wage requirements, working-hour provisions, social-security obligations, leave regulations, and contract-labour requirements.

- Coordinate with compliance, payroll,



operations, and statutory consultants.

- Conduct periodic HR audits at client sites.

- Ensure proper maintenance of employee records, attendance, joining documents, identity records, leave, wage, and separation documentation.

- Track statutory and audit-related action points until closure.

Performance and capability development

- Support goal setting, performance reviews, productivity improvement, and performance counselling.

- Train site managers and supervisors on attendance management, discipline, communication, grievance handling, and people leadership.

- Coordinate induction, client-specific training, safety training, POSH, ethics, customer service, and functional skill development.

- Identify high-potential employees and recommend development and career progression opportunities.

Engagement and retention

- Analyse attrition and absenteeism by client, site, role, supervisor, tenure, and reason for exit.

- Conduct employee-connect programmes, site visits, skip-level meetings, and engagement activities.

- Recommend retention initiatives for critical roles and high-attrition locations.

- Strengthen recognition, welfare, communication, and employee-feedback mechanisms.

- Monitor employee morale during new-site mobilisation, redeployment, and operational changes.

HR analytics and reporting

- Prepare monthly HR dashboards for assigned business units.

- Track manpower fill rate, attrition, absenteeism, overtime, vacancies, payroll issues, training completion, grievances, and compliance status.

- Present trends, root causes, corrective actions, and business recommendations to leadership.

- Maintain accurate HR data in the HRIS and other reporting systems. LOOKING FOR IMMEDIATE JOINERS

📌 HR Business Partner - Facilities (Chennai)
🏢 Sindoori Management Solutions
📍 Chennai