HRBP

Key Responsibilities

1. Business Partnering

• Act as the primary HR point of contact for assigned business functions.
• Partner with business heads and functional leaders to understand business priorities and people requirements.
• Provide HR advisory and solutions on employee-related matters.
• Translate business objectives into appropriate HR interventions.
• Participate in business reviews and provide people-related insights and recommendations.
• Build strong relationships with managers and employees across assigned functions.

2. Workforce Planning & Manpower Management

• Understand current and future manpower requirements in consultation with business leaders.
• Support annual and periodic manpower planning.
• Monitor manpower strength, vacancies, productivity, and deployment.
• Track planned vs. actual headcount and highlight variances.
• Support manpower budgeting and workforce optimization initiatives.
• Identify critical roles and succession requirements.

3. Talent Acquisition

• Partner with Talent Acquisition teams for timely closure of critical and business-sensitive positions.
• Validate manpower requisitions and ensure alignment with approved manpower plans.
• Participate in candidate assessment for critical positions from a culture and business-fit perspective.
• Monitor recruitment progress, joining ratios, and hiring timelines.
• Support internal mobility and talent deployment wherever appropriate.

4. Performance Management

• Drive the Performance Management System (PMS) for assigned functions.
• Support goal-setting and ensure alignment of individual goals with business objectives.
• Coordinate periodic performance reviews with managers and employees.
• Identify performance gaps and facilitate Performance Improvement Plans where required.
• Support calibration and performance review discussions.
• Track completion and quality of PMS activities.

5. Employee Engagement & Retention

• Drive employee engagement initiatives for assigned business functions.
• Conduct regular HR Connects / one-on-one interactions with employees.
• Identify employee concerns, engagement gaps, and retention risks.
• Develop action plans based on employee feedback.
• Monitor attrition trends and conduct exit analysis.
• Support retention plans for critical and high-performing employees.
• Promote a positive employee experience and organizational culture.

6. Talent Management & Succession Planning

• Identify high-potential and critical talent in partnership with business leaders.
• Support development plans for key employees.
• Assist in creating talent and succession pipelines for critical positions.
• Monitor internal mobility and career progression.
• Support leadership development and talent review initiatives.

7. Learning & Development

• Identify functional and behavioral capability gaps in partnership with business leaders.
• Coordinate with the L&D team to develop relevant learning interventions.
• Track participation and effectiveness of training programs.
• Support individual development plans and career development initiatives.
• Evaluate training outcomes through feedback and business impact.

8. Employee Relations

• Act as a trusted point of contact for employee concerns and workplace issues.
• Address employee grievances in a fair, timely, and structured manner.
• Support managers in handling employee-related situations.
• Facilitate conflict resolution and maintain positive employee relations.
• Escalate sensitive or high-risk matters to senior HR leadership.
• Maintain confidentiality while handling employee matters.

9. HR Policies & Process Implementation

• Ensure effective implementation of HR policies across assigned functions.
• Communicate policy changes and HR initiatives to employees and managers.
• Identify gaps in HR processes and recommend improvements.
• Ensure adherence to organizational policies and processes.
• Support implementation of new HR initiatives and HRMS processes.

10. HR Analytics & MIS

• Prepare and analyze HR dashboards and business-specific HR reports.
• Track key people metrics including:
• Headcount
• Attrition
• Absenteeism
• Hiring & Joining
• Employee Productivity
• PMS Completion
• Engagement
• Internal Movement
• Training
• Identify trends and provide actionable insights to business leaders.
• Use HR data to support business and people decisions.

11. HRMS & Digital HR

• Ensure accurate employee data and HR transactions in the HRMS.
• Support adoption of HR technology and digital HR processes.
• Monitor completion of HR workflows and employee transactions.
• Identify opportunities for automation and process improvement.
• Support HRMS implementation and enhancement initiatives.

12. Compliance & Governance

• Ensure adherence to applicable HR policies and statutory requirements.
• Coordinate with HR Operations and Compliance teams on statutory matters.
• Maintain appropriate employee documentation and records.
• Support internal and external HR audits as required.
• Ensure confidentiality and appropriate handling of employee information.