Role Objective
To serve as a strategic partner to business leaders by aligning business objectives with employees and management. The HRBP will act as a consultant on human resource-related issues, proactively supporting performance, engagement, development, and cultural initiatives while driving HR excellence.
Key Responsibilities
Strategic HR Partnership
- Collaborate with leadership to understand business goals and develop workforce strategies aligned with organizational objectives.
- Drive organization design, transformation, and change management initiatives.
- Partner with senior leadership to assess and anticipate HR-related needs in the business unit.
Talent Management & Development
- Work with the L&D team to identify capability gaps and implement learning plans.
- Support talent identification, succession planning, and career development frameworks.
- Facilitate performance reviews, coaching conversations, and Individual Development Plans (IDPs).
Employee Engagement & Culture
- Develop and implement engagement strategies, conduct pulse surveys, and drive action planning.
- Promote diversity, inclusion, and employee well-being programs.
Performance Management
- Drive the implementation of the Performance Management System (PMS) including goal setting, calibration, and feedback.
- Coach managers and employees on performance feedback and improvement plans.
HR Operations & Compliance
- Ensure consistent application of HR policies, labor law compliance, and handling of employee grievances.
- Partner with legal and compliance teams to mitigate risks and ensure audit readiness.
Workforce Planning & Analytics
- Collaborate with Talent Acquisition and Business teams to forecast workforce requirements.
- Analyze HR metrics (turnover, productivity, cost per hire, TAT, etc.) to drive informed decisions.
- Prepare dashboards and HR analytics reports for business reviews.
Change Management & Communication
- Lead communication efforts for HR interventions and organizational changes.
- Facilitate feedback loops to capture employee sentiment and improvement opportunities.
Required Qualifications and Skills
Education:
- Post-Graduate Degree/Diploma in Human Resources / MBA-HR from a reputed institute.
Experience:
- 12–14 years of progressive experience in HRBP roles within manufacturing, solar, energy, or allied industries.
- Exposure to managing large-scale workforce (1,000+ employees), unionized environments, and remote site operations is preferred.