Objective
Junior HRBP - Ops, R&D; and SCM

Act as the HRBP for identified functions. Additionally, HRBP SPOC for key HRBP sub-functions (L&D;, Employee Engagement, HR Data Management)

2.Span of Control

- Operational Scope
- Team Governance
- Technical Authority
- HRBP for the identified Functions with Ops, R&D; and SCM India functions
- Direct ownership of internal HR tasks and coordination with external training partners, insurance brokers, and the Occupational Health Center (OHC) medical staff. Execution of L&D;, Employee Engagement and Performance Management.
- SPOC for data management for HRBP programs.
- Cross-Functional &
- External Linkages
- Coordinates with HRBPs, COE, Admin and line function stakeholders

1. Core Responsibilities & Functional Accountabilities

- HRBP and Employee Relations
- HRBP: Partner with business stakeholders to execute the people strategy, in line with the business plan
- Employee Relations: Be the first point of contact for all HR topics for the identified employee base
- Issue Resolution: Resolve the issues and escalate the relevant issues toLeader - HRBP

1. Talent Acquisition and Onboarding

- Portal and Data Onboarding: Manage Talent Acquisition, Onboarding and Induction for Staff employees by being the Point of Contact through the RPO, the hiring manager and the HR leadership for Ops/R&D;/SCM India. Manage all master database entries, portal documentation, and background verification checks for every recent hire, transfer, and new joiner. Ensure the joining kits stock availability in coordination with the Admin team, online Induction in collaboration of the CoE team and correct onboarding data input to SF and Payroll system

1. Employee Engagement & Cultural Management

- Event Strategy: Design the corporate strategy, structure, and communication drives for all major on-site employee engagement activities, cultural milestones, and plant celebrations.
- Workload Split:



Secure budget approvals and manage the people-centric strategy of events while handing over the physical venue layout, catering controls, and logistical execution to the Admin team

1. Learning & Development

- Annual Learning Council: Execute the Annual Learning & Development Council for the Staff employees by collaborating with the respective stakeholders
- L&D; Execution: Manage the Training Need Identification (TNI) and Training Need Compliance (TNC) through OJT, external training and internal Project assignments. Identify and shortlist external trainers by using Social Media and in consultation with Procurement, help facilitate co-creation of learning programs, manage the participation logistics
- Manage Online Learning Programs: Manage tracking of all LITMOS, Onboarding Learning, LinkedIn Learning programs to ensure TNC adherence to organisation programs
- Compliance Training Strategy: Own the complete content strategy, annual schedules, and corporate targets for mandatory workplace training, including POSH (Prevention of Sexual Harassment) and annual compliance workshops.
- Independent SAP PR Generation: Generate and process specific Purchase Requisitions (PRs) inside SAP and ARIBA for core HR vendors and external trainers, keeping these files completely isolated from Admin's infrastructure pipeline.

1.
HR Programs Data Management & Employee Relations

- Manage and track all the HR data for Ops, R&D; and SCM including SF data, annual Performance Management process tracking, Employee file management, and all sundry India Ops, R&D; & SCM as required




- Be a SPOC for HR operational issues for the identified employee base. Corporate Insurance, Mediclaim & OHC Governance.
- Mediclaim Coordination: Coordinate directly with the corporate team and regional insurance partners to resolve employee Mediclaim queries and manage corporate policy resets
- Emergency Medical Care: Interface immediately with the Factory Medical Officer, Safety team (in applicable cases) and corporate insurance providers during medical crises to ensure seamless hospital coordination and cashless processing for the affected employee.
- OHC Policy Oversight: Represent HR in managing the plant's Occupational Health Center policy metrics. Partner with the OHC doctor on employee health parameters while passing the physical billing and PR tracking of OHC consumables to the Admin team

1.
Key Performance Indicators (KPIs)

- Data Onboarding Precision-100% accuracy in employee portal entries and background checks with zero delays in data syncs for transport and canteen planning.
- Mandatory Training Tracking-100% completion rates for annual compliance and POSH training across all rotating factory shifts.
- Disciplinary Turnaround Time-Prompt issuance of show-cause notices and charge sheets within defined corporate legal timelines following an Admin gate escalation.

1. Required skills and Qualification

- Education: Graduate (Engg. preferred, not mandatory, MBA in Human Resource Management
- Language Proficiency: English, Telugu and Hindi
- Experience: 3–5 years of HR experience in a Plant. Ability to interact with international stakeholders on key employee issues
- Technical Tools: MS Office/G-Suite tools. Ability to manage data accurately, slide decks and Word/Google Docs
- Functional Knowledge: Strong fundamental knowledge in HR
Core Competency: Exceptional patience to manage employee grievances, deep attention to detail regarding legal paperwork, and strong cross-functional coordination skills

📌 Junior HRBP_Ops, R&D and SCM India (Gurugram)
🏢 LIXIL
📍 Gurugram