Key Responsibilities

1. Business Partnering

- Act as the primary HR point of contact for assigned business functions.
- Partner with business heads and functional leaders to understand business priorities and people requirements.
- Provide HR advisory and solutions on employee-related matters.
- Translate business objectives into appropriate HR interventions.
- Participate in business reviews and provide people-related insights and recommendations.
- Build strong relationships with managers and employees across assigned functions.

2. Workforce Planning & Manpower Management

- Understand current and future manpower requirements in consultation with business leaders.
- Support annual and periodic manpower planning.
- Monitor manpower strength, vacancies, productivity, and deployment.
- Track planned vs. actual headcount and highlight variances.
- Support manpower budgeting and workforce optimization initiatives.
- Identify critical roles and succession requirements.

3. Talent Acquisition

- Partner with Talent Acquisition teams for timely closure of critical and business-sensitive positions.
- Validate manpower requisitions and ensure alignment with approved manpower plans.
- Participate in candidate assessment for critical positions from a culture and business-fit perspective.
- Monitor recruitment progress, joining ratios, and hiring timelines.
- Support internal mobility and talent deployment wherever appropriate.

4. Performance Management

- Drive the Performance Management System (PMS) for assigned functions.
- Support goal-setting and ensure alignment of individual goals with business objectives.
- Coordinate periodic performance reviews with managers and employees.
- Identify performance gaps and facilitate Performance Improvement Plans where required.
- Support calibration and performance review discussions.




- Track completion and quality of PMS activities.

5. Employee Engagement & Retention

- Drive employee engagement initiatives for assigned business functions.
- Conduct regular HR Connects / one-on-one interactions with employees.
- Identify employee concerns, engagement gaps, and retention risks.
- Develop action plans based on employee feedback.
- Monitor attrition trends and conduct exit analysis.
- Support retention plans for critical and high-performing employees.
- Promote a positive employee experience and organizational culture.

6. Talent Management & Succession Planning

- Identify high-potential and critical talent in partnership with business leaders.
- Support development plans for key employees.
- Assist in creating talent and succession pipelines for critical positions.
- Monitor internal mobility and career progression.
- Support leadership development and talent review initiatives.

7. Learning & Development

- Identify functional and behavioral capability gaps in partnership with business leaders.
- Coordinate with the L&D; team to develop relevant learning interventions.
- Track participation and effectiveness of training programs.
- Support individual development plans and career development initiatives.
- Evaluate training outcomes through feedback and business impact.

8. Employee Relations

- Act as a trusted point of contact for employee concerns and workplace issues.
- Address employee grievances in a fair, timely, and structured manner.




- Support managers in handling employee-related situations.
- Facilitate conflict resolution and maintain positive employee relations.
- Escalate sensitive or high-risk matters to senior HR leadership.
- Maintain confidentiality while handling employee matters.

9. HR Policies & Process Implementation

- Ensure effective implementation of HR policies across assigned functions.
- Communicate policy changes and HR initiatives to employees and managers.
- Identify gaps in HR processes and recommend improvements.
- Ensure adherence to organizational policies and processes.
- Support implementation of current HR initiatives and HRMS processes.

10. HR Analytics & MIS

- Prepare and analyze HR dashboards and business-specific HR reports.
- Track key people metrics including:
- Headcount
- Attrition
- Absenteeism
- Hiring & Joining
- Employee Productivity
- PMS Completion
- Engagement
- Internal Movement
- Training

- Identify trends and provide actionable insights to business leaders.
- Use HR data to support business and people decisions.

11. HRMS & Digital HR

- Ensure accurate employee data and HR transactions in the HRMS.
- Support adoption of HR technology and digital HR processes.
- Monitor completion of HR workflows and employee transactions.
- Identify opportunities for automation and process improvement.
- Support HRMS implementation and enhancement initiatives.

12. Compliance & Governance

- Ensure adherence to applicable HR policies and statutory requirements.
- Coordinate with HR Operations and Compliance teams on statutory matters.
- Maintain appropriate employee documentation and records.
- Support internal and external HR audits as required.
- Ensure confidentiality and appropriate handling of employee information.

📌 HRBP (Jaipur)
🏢 Shubhashish Homes Developers
📍 Jaipur