HR Business Partner

We are looking for an experienced HR Business Partner with strong industrial relations exposure to manage the complete employee lifecycle while partnering closely with business leaders and employees. The role will be responsible for manpower lifecycle management, employee relations, industrial relations, performance management, payroll partner governance, learning and development, employee engagement, compliance, and HR operations. The incumbent should be comfortable working in a fast-paced, operational environment and independently handling employee matters across corporate and frontline/workforce populations.

The core responsibilities for the job include the following:

HR Business Partnering and Employee Lifecycle:

• Manage the complete employee lifecycle from onboarding, confirmation, development, and engagement through transfers, exits, and separation.
• Partner with functional leaders and managers on people-related matters, workforce productivity, and employee concerns.
• Drive employee connect initiatives and act as the first point of contact for HR-related queries and escalations.
• Conduct structured employee feedback, stay interviews, and exit interviews and drive corrective actions.

Manpower Lifecycle Management:

• Work with business teams on annual and periodic manpower planning.
• Track approved manpower, vacancies, new requirements, replacements, transfers, and workforce movement.
• Partner with Talent Acquisition teams for timely closure of positions and manpower deployment.
• Monitor manpower cost, productivity, attrition, and workforce utilization.

Industrial Relations and Employee Relations:

• Manage employee relations and industrial relations matters across locations.
• Handle grievances, disciplinary matters, absenteeism, misconduct, and workplace concerns.
• Support disciplinary proceedings, counselling, warning letters, domestic enquiries, and separation cases as required.
• Maintain healthy employee-management relations and proactively identify potential IR risks.
• Ensure adherence to applicable labor laws, standing orders, company policies, and statutory requirements.
• Coordinate with external consultants / authorities wherever required.

Performance Management - PMS:

• Own and coordinate the complete PMS cycle, including goal setting, mid-year reviews, and annual performance assessments.
• Partner with managers on performance ratings, feedback quality, performance improvement plans, and development actions.
• Ensure timely completion of PMS milestones and maintain relevant MIS.
• Support performance calibration and talent review discussions.

Payroll Partner Management:

• Coordinate with payroll partners / vendors to ensure accurate and timely monthly payroll processing.
• Validate employee inputs, including attendance, leave, incentives, deductions, new joiners, and exits.
• Resolve payroll-related employee queries and discrepancies.
• Track statutory compliance and service-level adherence of payroll partners.
• Coordinate full and final settlements and payroll documentation.

Learning and Development:

• Identify training and capability-building needs in partnership with functional managers.
• Prepare and track annual / quarterly training calendars.
• Coordinate functional, behavioral, compliance, and leadership development programs.
• Track training effectiveness, participation, and post-training action plans.
• Support Individual Development Plans for identified employees.

Employee Engagement and Retention:

• Drive structured employee engagement initiatives across locations.
• Track attrition trends and identify department/location-specific retention risks.
• Conduct employee connections, pulse checks, and engagement surveys.
• Develop retention interventions based on employee feedback and business requirements.
• Support recognition and reward programs.

HR Operations and Compliance:

• Ensure employee records, documentation, and HRIS information are complete and updated.
• Track probation, confirmation, transfers, promotions, salary revisions, and employee movements.
• Ensure adherence to HR policies, SOPs, and statutory requirements.
• Maintain HR dashboards and MIS covering manpower, attrition, PMS, payroll, engagement, and employee relations.

Requirements:

• MBA / PGDM in Human Resources or equivalent qualification.
• 10 - 12 years of relevant HR experience.
• Experience in automotive, manufacturing, retail, service operations, logistics, or other workforce-intensive industries preferred.
• Candidates with experience managing both corporate employees and the frontline/blue-collar workforce will be preferred.
• Strong working knowledge of MS Excel / Google Sheets, HR dashboards, and HRMS platforms.