- Track and analyse key HR metrics including attrition, headcount, retention, absenteeism, productivity and employee engagement.
- Prepare dashboards and MIS reports for HR and business leadership.
- Use data and insights to recommend people interventions and measure their effectiveness.
2. Business Partnering & Stakeholder Management
- Partner with business leaders to understand manpower requirements, organisational challenges and people priorities.
- Provide strategic HR support and guidance to managers and leadership teams.
- Act as a key point of contact between employees, managers and the HR leadership team.
- Drive people-related interventions aligned with business and organisational objectives.
3. Employee Relations & Grievance Management
- Handle complex employee relations matters, grievances and workplace concerns.
- Conduct investigations and recommend appropriate interventions while ensuring confidentiality and procedural fairness.
- Work closely with managers to resolve employee conflicts and improve workplace relationships.
- Ensure timely closure and documentation of employee grievances and disciplinary matters.
4. Talent Retention & Attrition Management
- Analyse attrition trends, exit interview feedback and employee concerns to identify root causes.
- Develop and implement retention strategies and targeted interventions.
- Partner with business leaders to address issues related to workload, career growth, compensation, recognition and manager effectiveness.
- Monitor attrition and retention metrics and recommend corrective actions.
5. Performance Management
- Drive the implementation and effectiveness of the Performance Management System (PMS).
- Support managers during goal setting, performance reviews, feedback and performance improvement interventions.
- Ensure consistency and fairness in performance evaluation and promotion processes.
- Identify performance trends and recommend improvement actions.
6. Employee Engagement & Culture
- Drive employee engagement initiatives based on employee feedback and business requirements.
- Support leadership in improving team culture, communication and employee experience.
- Monitor engagement trends and recommend action plans.
- Promote a high-performance, collaborative and inclusive work setting.
7. HR Analytics & Reporting
- Track and analyse key HR metrics including attrition, headcount, retention, absenteeism, productivity and employee engagement.
- Prepare dashboards and MIS reports for HR and business leadership.
- Use data and insights to recommend people interventions and measure their effectiveness.
8. HR Process Improvement
- Identify gaps in existing HR processes and drive standardisation and improvement.
- Support HR automation and technology implementation initiatives.
- Ensure adherence to HR policies, processes and governance standards.
Key Skills & Competencies
- Strong HR Business Partnering skills
- Stakeholder and leadership management
- Employee relations and grievance handling
- Performance management
- Attrition and retention management
- Workforce planning and manpower analytics
- HR analytics and dashboarding
- Conflict resolution and negotiation
- Change management
- Strong communication and interpersonal skills
- Problem-solving and decision-making
- HR process improvement and automation mindset
Qualifications & Experience
- MBA/PGDM in Human Resources or equivalent qualification.
- 3-4 years of progressive HR experience, preferably with significant HRBP experience.
- Experience in managing senior stakeholders and complex employee relations.
- Experience in large, multi-location organisations will be preferred.