Key Responsibilities:

Strategy & Business Partnership

- Define and deploy the HR strategy and transformational people agenda for the Freight Forwarding business in alignment with overall business objectives.

- Partner with the Freight Forwarding leadership team to understand business priorities, growth plans, organizational challenges and workforce requirements, and translate them into actionable HR interventions.

- Act as a trusted advisor to the BU leadership and People Managers on all strategic and operational people matters.

- Embed the annual HR agenda across Freight Forwarding through People Managers and ensure timely execution of recurring people processes.

- Provide data-driven people insights and recommendations to support business and organizational decisions.

- Partner with other HRBPs and COEs to ensure consistency, cross-functional collaboration and effective sharing of best practices.

2. Workforce Planning & Talent Acquisition

- Lead strategic and location-wise manpower planning in line with business growth, productivity and organizational requirements.

- Partner with Talent Acquisition to ensure timely hiring of critical and business-critical positions.

- Review organization structures, spans and layers, workforce productivity and manpower costs to ensure optimal resource utilization.

- Identify critical talent requirements and build proactive talent pipelines for key business roles.

- Support workforce transitions, restructuring, recent business requirements and organizational expansion.

3. Talent & Succession Management

- Drive the annual talent review and succession planning agenda across Freight Forwarding.

- Identify critical roles, high-potential talent and succession gaps and develop appropriate talent actions.

- Partner with leaders to create individual development plans and career pathways for key talent.

- Drive internal mobility, career development and opportunities for cross-functional exposure.

- Monitor talent retention risks and implement targeted interventions for critical talent.

4. Performance & Rewards

- Drive the annual performance management cycle across Freight Forwarding, ensuring effective goal setting, mid-year reviews and year-end evaluations.

- Partner with business leaders to establish meaningful KRAs/KPIs aligned with business outcomes.

- Identify performance gaps and support managers in implementing appropriate performance improvement plans.
- Partner with the Compensation & Benefits team on annual compensation reviews, promotions, incentives and other reward programs.
- Ensure fair, consistent and performance-driven people practices across the business.

5. Employee Engagement & Culture

- Develop and execute the employee engagement strategy for Freight Forwarding based on business priorities and employee feedback.
- Conduct regular employee pulse checks, focus groups,



one-on-one and skip-level interactions to understand employee sentiment and identify emerging concerns.
- Analyse engagement and employee experience data and translate insights into actionable interventions.
- Drive initiatives that strengthen employee connect, recognition, inclusion, collaboration and organizational culture.
- Partner with leaders to create a positive and high-performance employee experience across locations.

6. Learning & Capability Development

- Identify current and future capability requirements in partnership with Freight Forwarding leadership and functional teams.
- Partner with L&D; to design and implement targeted learning and capability-building interventions.
- Drive leadership development, manager capability and functional development programs.
- Monitor effectiveness and business impact of key learning interventions.
- Promote a culture of continuous learning, knowledge sharing and career development.

7. Employee Relations & People Governance

- Provide strategic guidance to managers on employee relations, disciplinary matters, grievances, counselling and workplace concerns.
- Ensure timely and effective resolution of employee grievances and sensitive people matters.
- Drive consistent application of HR policies, processes and employee practices across Freight Forwarding.
- Ensure compliance with applicable labour laws, statutory requirements and company policies.
- Partner with Legal, Compliance and relevant stakeholders on complex employee relations and statutory / establishment regulatory matters.

8. HR Operations & Compliance

- Ensure effective delivery of core HR processes including onboarding, employee lifecycle management, transfers, exits, attendance, payroll coordination and HR documentation.
- Ensure data accuracy and governance across HR systems and employee records.
- Drive process standardization, digitization and automation of HR processes across Freight Forwarding.
- Support internal, external and customer audits and ensure timely closure of audit observations.
- Establish appropriate HR governance mechanisms, dashboards and review processes to monitor service delivery and compliance.

9. Contract Labour & Vendor Management

- Lead the overall contract labour management framework across eligible Freight Forwarding locations.
- Ensure appropriate governance of manpower vendors, including onboarding, attendance, payroll, statutory compliance and performance.
- Drive digitalization and process improvements in contract manpower management through appropriate systems such as CLMS.




- Ensure periodic vendor reviews and audits, including compliance with statutory and contractual requirements.
- Partner with Operations and Procurement to address vendor performance and workforce-related issues.

10. Change Management & Organization Development

- Lead HR interventions during organizational restructuring, business transformation, integrations and other major change initiatives.
- Assess people impact and develop appropriate change management and communication plans.
- Partner with leaders to ensure effective communication, stakeholder alignment and employee adoption of organizational changes.
- Identify opportunities to improve organizational effectiveness, collaboration and ways of working.

11. Stakeholder Management

- Build strong relationships with Freight Forwarding leadership, People Managers, employees, HR COEs and other internal stakeholders.

- Partner closely with Operations, Sales, Finance, Legal, Compliance and other functions to address business and people requirements.

- Represent HR in relevant business reviews, governance forums and leadership discussions.

- Ensure HR remains proactive, responsive and customer-centric in supporting business needs.

QUALIFICATIONS, EXPERIENCE AND SKILLS

Experience

- 12-15 years of overall experience in Human Resources, with relevant experience in HR Business Partnering.

- Prior experience in Freight Forwarding, Logistics, Supply Chain, Warehousing or a similar operations-driven industry will be preferred.

- Experience in partnering with business managers across multiple locations/functions and handling a diverse employee base.

- Strong hands-on experience in employee relations, performance management, workforce planning, employee engagement, talent management and HR operations.

- Experience in managing HR processes in a fast-paced, multi-location environment with strong stakeholder interaction.

- Exposure to labour & Establishment compliances, contract workforce management, HR audits and HR systems/MIS will be an advantage.

Qualifications

- MBA/PGDM in Human Resources or equivalent postgraduate qualification is preferred.

- Strong working knowledge of HR practices, employment laws, Statutory & establishment compliances, employee relations and HR processes.

- Proficiency in MS Excel, Power Point and HRMS/HR reporting tools

Key Competencies

- Strategic HR Business Partnering

- Business and commercial acumen

- Workforce & manpower planning

- Talent and succession management

- Organization development and change management

- Employee relations and labour compliance

- Performance and rewards management

- Employee engagement and culture building

- Stakeholder and leadership management

- Data-driven HR decision making

- HR transformation and process digitization

- Strong communication, influencing and problem-solving skills

📌 Deputy General Manager - People Business Partner - Freight Forwarding (India)
🏢 Dp World Australia
📍 India