Human Resource Business Partner (HRBP)

Key Responsibilities

1. Organizational Development & Change Management

• Conduct organizational diagnostics through employee surveys, focus groups, and feedback analysis to identify capability, structural, or cultural gaps
• Design and implement OD interventions (training modules, workshops, coaching frameworks) aligned to identified gaps and business priorities
• Lead change management planning for organizational transitions restructuring, process changes, new system rollouts, or policy shifts — including stakeholder communication and adoption tracking
• Partner with business/functional leaders to translate strategic priorities into people and capability plans
• Track and report intervention effectiveness through defined metrics (engagement scores, attrition, capability assessments)

2. Employee Engagement

• Own the employee engagement calendar — surveys, pulse checks, recognition programs, and site-level engagement activities
• Analyze engagement data to identify trends and recommend action plans to leadership
• Design and facilitate engagement forums (town halls, skip-level connects, focus groups)
• Drive culture-building initiatives in partnership with site leadership

3. Learning & Capability Building

• Manage and drive adoption of the organization's LMS platform(s) — content curation, learning path design, completion tracking, and reporting
• Design blended learning journeys combining instructor-led OD interventions with digital/self-paced learning
• Track learning effectiveness and tie back to capability gaps identified through diagnostics

4. Employee Relations & Grievance Resolution

• Serve as first point of contact for employee concerns related to safety, canteen/food services, facilities, and general workplace issues
• Investigate and resolve grievances in a timely, fair, and confidential manner, escalating appropriately where required
• Coordinate with cross-functional teams (EHS, Admin, Facilities) to close out safety or infrastructure-related concerns
• Maintain grievance/issue trackers and report recurring themes to leadership for systemic resolution
• Ensure statutory compliance related to employee welfare and grievance handling mechanisms (e.g., ICC, works committee, canteen committee where applicable)

5. Stakeholder Management & Reporting

• Partner with site HR SPOCs, plant leadership, and corporate HR to align OD/engagement priorities across locations
• Present periodic dashboards/reports to senior leadership on engagement health, OD intervention progress, and grievance resolution TAT
• Support audits and compliance reviews related to employee welfare practices