HRBP

Job Description: HR Business Partner (HRBP)
Position: HR Business Partner (HRBP)
Experience: 8 to13 Years
Department: Human Resources
Location: Jaipur

About Rays Power Infra
Rays Power Infra is a renewable energy and infrastructure company focused on delivering sustainable energy solutions. The organization works across the renewable energy value chain, requiring strong people practices, effective workforce planning, and robust HR support to drive business performance and operational excellence.

Role Overview
We are looking for a dynamic and business-oriented HR Business Partner to partner with business leaders and functional heads in driving people strategy, organizational effectiveness, employee engagement, and talent development.
The incumbent will act as a strategic HR partner to business teams, ensuring alignment between business objectives and HR initiatives. The role will involve managing the complete employee lifecycle, strengthening the performance management framework, developing talent, improving employee experience, and ensuring effective HR operations across corporate offices and project locations.

Key Responsibilities
1. Strategic HR Business Partnering

• Partner with business leaders and functional heads to understand business priorities and translate them into effective HR strategies.
• Provide HR advisory and consultation on organizational structure, workforce planning, talent management, and employee-related matters.
• Drive HR initiatives aligned with business goals, productivity, and organizational growth.
• Act as a trusted advisor to managers on people management, team effectiveness, and organizational development.

2. Talent Acquisition and Workforce Planning

• Collaborate with hiring managers and business leaders to conduct manpower planning and identify current and future workforce requirements.
• Ensure timely closure of open positions within the defined Turnaround Time (TAT) as per business requirements

3. Performance Management and Talent Development

• Drive the performance management cycle, including goal setting, mid-year reviews, annual appraisals, and performance improvement plans.
• Facilitate talent reviews, succession planning, and identification of high-potential employees.
• Identify capability gaps and coordinate learning and development interventions.
• Partner with managers to build a performance-driven and accountable work culture.

4. Employee Engagement and Retention

• Develop and implement employee engagement initiatives to improve employee satisfaction, motivation, and retention.
• Conduct employee connect sessions, engagement surveys, and feedback discussions.
• Analyze attrition trends and implement corrective measures to improve retention, especially for critical talent.
• Promote organizational values, employee recognition, and a positive workplace culture.

5. Employee Relations and Grievance Management

• Address employee concerns, grievances, and workplace issues in a timely and fair manner.
• Support managers in handling employee relations matters, disciplinary issues, and conflict resolution.
• Ensure consistent application of HR policies and procedures.
• Support compliance with applicable labour laws and statutory requirements in coordination with the relevant HR and compliance teams.

6. HR Operations and Policy Implementation

• Ensure effective implementation of HR policies, processes, and people practices across assigned business units.
• Coordinate with HR operations, payroll, administration, and other HR teams to resolve employee-related issues.
• Maintain accurate HR data, employee records, and management reports.
• Identify opportunities to simplify HR processes and improve operational efficiency through HR technology and analytics.

7. Organizational Development and Change Management

• Support organizational restructuring, role clarity, and organization design initiatives.
• Drive change management initiatives during business expansion, process changes, and organizational transitions.
• Facilitate leadership development, team effectiveness, and capability-building initiatives.
• Promote a culture of collaboration, ownership, accountability, and continuous improvement.

8. HR Analytics and Management Reporting

• Track key HR metrics such as attrition, headcount, hiring effectiveness, employee engagement, absenteeism, and performance.
• Prepare periodic HR dashboards and reports for business leaders and senior management.
• Use data-driven insights to recommend improvements in workforce productivity and employee retention.

Desired Candidate Profile

• MBA/PGDM in Human Resources or an equivalent qualification from a recognized institution.
• 8 to 13 years of progressive HR experience, preferably in HR business partnering roles.
• Experience in renewable energy, power, infrastructure, EPC, engineering, manufacturing, or project-based organizations will be preferred.