HR Partner

Air India Express is hiring for the role of HR Partner, full time role.

Role- HR Partner

Location- Gurugram, Haryana

Reporting- HR Business Partner (Non-Flying)

IC Role

Role Purpose

Act as a Partner and operational anchor for Non-flying functions, handling 750–1000 employees, driving people strategy, employee experience, compliance excellence, and operational HR governance across stations.

This role will act as the eyes and ears of the organization, ensuring real-time pulse sensing while owning end-to-end HR delivery, Gold standard people processes, Compliance, Audits, and Complex people matters in a high-paced, operational environment.

Key Responsibilities

1. Strategic HR Business Partnering

• Partner with employees to translate business priorities into actionable HR strategies
• Drive manpower planning, workforce optimization, and productivity improvement
• Act as a trusted advisor to Managers / Ops. Leaders on all people-related matters
• Enable a high-performance culture through performance management, goal alignment, and leadership coaching
• Facilitate organizational effectiveness, restructuring, and span-of-control optimization
• Own eNPS outcomes and cultural alignment, driving initiatives inline to organization values to strengthen employee advocacy, engagement, and values-led behaviors across locations

2. Employee Lifecycle Management (End-to-End Ownership)

• Own the end-to-end lifecycle, ensuring strong HR oversight from hiring (as a quality gatekeeper), deployment, performance cycles, growth, retention, and exit
• Ensure seamless and standardized HR process execution across all stations
• Drive consistent policy interpretation and application across geographies

3. Grievance Management, Discipline & Investigations

• Lead disciplinary frameworks, misconduct handling, and closure of cases with documented outcomes
• Conduct/coordinate investigations, fact-finding, and recommendation reports
• Handle grievances and escalations with sensitivity and fairness
• Ensure strong industrial relations climate across locations

4. Compliance, Audits & Governance (Core Anchor Responsibility)

• Act as single point of accountability for HR compliance at stations
• Ensure adherence to:
• Labour laws & statutory requirements
• DGCA & aviation guidelines (where applicable)
• Internal policies & SOPs
• Lead internal/external audits, vigilance queries, and compliance reviews
• Maintain audit-ready documentation and HR repositories
• Drive closure of audit observations within defined timelines
• Manage risk areas proactively, including regulatory, disciplinary, and operational compliance

5. Managing Complexities & High-Intensity Operations

• Handle high-pressure operational scenarios (IROPs, disruptions, transfers, manpower shortages)
• Drive decision-making in ambiguous and sensitive cases
• Provide real-time HR support during crises / escalations
• Balance business continuity with employee experience and compliance

6. Employee Experience & Engagement

• Actively sense, listen, and respond to employee pulse
• Drive engagement initiatives across stations
• Strengthen Employee Value Proposition (EVP) on ground
• Improve retention, morale, and productivity

7. Stakeholder & Cross-functional Collaboration

• Partner with HR COEs (TA, L&D, Rewards, ER, Payroll) for seamless delivery
• Work closely with Operations, Security, Engineering, Finance, Legal
• Ensure alignment between corporate HR strategy and station-level execution

8. Data, Analytics & Continuous Improvement

Use analytics to track:

• Attrition trends
• Productivity metrics (merit demerit)
• Employee Engagement via connects, Station visits etc.
• Build dashboards (including RAG views) for leadership visibility

Key Deliverables

• Strong HR governance across Locations
• Reduced employee grievances and faster closure timelines
• Improved retention and engagement scores
• Seamless HR operations during business disruptions
• Span of Control Employee base: 750–1000

Qualifications

• MBA / PGDM in HR with Previous experience in HR Business Partnering Role (preferably in aviation / operations / large workforce environments)

Strong exposure to:

• Employee Relations & Disciplinary frameworks
• HR Compliance & Audits
• Business Partnering in operations-heavy environments

Critical Competencies

• Strong stakeholder management & influencing skills
• High ownership and decision-making ability
• Ability to manage ambiguity and pressure
• Strong understanding of labour laws & compliance
• Data-driven thinking and problem solving
• Operational agility and on-ground orientation