Purpose/Objective

To serve as a strategic HR Business Partner for the assigned Strategic Business Unit (SBU), driving people strategies aligned with business objectives.

The role is responsible for talent management, workforce planning, employee engagement, performance management, organizational development, change management, employee relations, and HR governance to build a high-performance culture and support business growth.

Key Responsibilities of Role

Strategic HR Business Partnering - Partner with business leaders to develop and execute HR strategies aligned with organizational and business objectives.

- Act as a trusted advisor to leadership on workforce, organizational, and people-related matters.
- Support the SBU in achieving business goals through effective people interventions and talent initiatives.
- Drive organizational effectiveness and workforce productivity across the business unit.

Talent Acquisition & Workforce Planning - Collaborate with Talent Acquisition teams to ensure timely hiring against approved manpower plans.

- Support workforce planning, succession planning, and talent pipeline development.
- Identify critical talent gaps and recommend hiring or development interventions.
- Monitor manpower utilization and organizational structure effectiveness.

Performance Management - Drive the performance management cycle including goal setting, performance reviews, normalization, and development planning.

- Partner with business leaders to identify high performers and critical talent.
- Support implementation of performance improvement initiatives where required.
- Ensure alignment of individual objectives with organizational priorities.

Talent Management & Organizational Development - Facilitate talent review discussions and succession planning processes.

- Identify learning and development needs in collaboration with business leaders.
- Support leadership development and capability-building initiatives.




- Drive organizational design and restructuring initiatives as required.

Employee Engagement & Culture - Lead employee engagement initiatives to enhance employee experience and organizational culture.

- Conduct employee feedback sessions and action planning exercises.
- Drive diversity, inclusion, recognition, and wellness programs.
- Build a positive work workplace that fosters collaboration and high performance.

Employee Relations & Grievance Management - Act as the primary HR contact for employee concerns and workplace issues.

- Address employee grievances and manage disciplinary matters in accordance with company policies.
- Guide managers on employee relations and people management practices.
- Promote harmonious industrial and employee relations across business operations.

Compensation & Rewards Support - Support compensation benchmarking and annual compensation review processes.

- Provide inputs for promotion, rewards, recognition, and retention strategies.
- Ensure effective implementation of reward and recognition programs.
- Partner with Compensation & Benefits teams on key compensation initiatives.

HR Operations & Compliance - Ensure compliance with HR policies, processes, and statutory requirements.

- Monitor HR governance and adherence to organizational standards.
- Support audits, compliance reviews, and policy implementation.
- Drive continuous improvement in HR processes and service delivery.

Change Management & Transformation - Drive people aspects of business transformation and organizational change initiatives.

- Support integration, restructuring,



and culture transformation programs.
- Facilitate effective communication and stakeholder engagement during change initiatives.
- Promote adoption of new processes, systems, and organizational practices.

HR Analytics & Reporting - Monitor HR metrics such as attrition, hiring, engagement, performance, productivity, and workforce costs.

- Prepare HR dashboards, management reports, and business insights.
- Leverage people analytics to support workforce-related decision-making.
- Recommend interventions based on HR data and trends.

Stakeholder Management - Collaborate closely with Business Heads, Functional Leaders, COEs, HR Operations, and Talent Acquisition teams.

- Build strong relationships with employees and leadership teams across the SBU.
- Support leadership in driving people excellence and business performance.
- Act as the HR representative in key business review and planning meetings.

Technical Competencies

HR Business Partnering,Talent Management & Succession Planning,Workforce Planning,Performance Management,Employee Engagement,Organizational Development

Qualifications and Experience

Educational Qualifications - MBA / PGDM in Human Resources, Personnel Management, Organizational Development, or related discipline from a reputed institution.

- Bachelor's degree in any discipline.

Experience - 10–15 years of experience in HR Business Partnering, HR Generalist, Talent Management, Employee Relations, or Organizational Development.

- Preferably from Real Estate, Infrastructure, Construction, Manufacturing, Services, or large diversified organizations.
- Strong experience in partnering with business leaders and managing end-to-end HR interventions.
- Experience in handling talent management, performance management, employee engagement, workforce planning, and organizational development initiatives.

Lead – Business HR (SBU)

📌 Lead – Business HR (SBU) (Noida)
🏢 Adani Group
📍 Noida