Human Resource Business Partner
South Asian Foods Corporation · Chennai · onsite · Posted today
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About this role
# Job Description: HR Business Partner (HRBP)
*Company:* South Asian Foods Corporation Mr. Goli Soda
*Department:* Human Resources
*Designation:* HR Business Partner (HRBP)
*Location:* Chennai
*Experience:* 4–6 Years
*Employment Type:* Full-Time
*Reporting To:* Management
## Job Summary
We are looking for a proactive and business-oriented HR Business Partner (HRBP) to work closely with the Performance Marketing team and senior management. The role will focus on aligning HR strategies with business objectives, improving employee performance, strengthening workforce planning, and driving accountability across teams.
The ideal candidate should understand digital and performance marketing functions, partner with business leaders to achieve organisational goals, and translate business requirements into effective people strategies.
## Key Roles and Responsibilities
## 1. Strategic HR & Business Partnership
- Partner with senior management and department heads to align HR initiatives with business objectives.
- Understand business priorities, workforce requirements, and organisational challenges.
- Develop manpower plans based on business growth, expansion, and departmental requirements.
- Work closely with the Performance Marketing Head to understand team structure, hiring needs, productivity, and performance expectations.
- Identify workforce gaps and recommend suitable people-management strategies.
- Support organisational restructuring, role clarity, and responsibility mapping.
- Advise managers on employee performance, team effectiveness, and workforce retention.
- Drive a culture of accountability, ownership, and performance orientation.
- Prepare HR dashboards and management reports to support business decisions.
## 2. Performance Marketing Team Partnership
- Work closely with the Performance Marketing team to understand business goals, campaign requirements, and team deliverables.
- Coordinate with marketing leadership to identify manpower requirements for paid advertising, lead generation, campaign management, analytics, and related functions.
- Establish clear roles, responsibilities, KPIs, and KRAs for marketing team members in coordination with the functional head.
- Monitor employee performance against agreed targets and deliverables.
- Review team productivity, goal achievement, accountability, and performance gaps.
- Facilitate periodic performance reviews and recommend improvement plans where required.
- Identify skill gaps and coordinate relevant training and development programmes.
- Analyse employee turnover, absenteeism, and retention trends within the marketing team.
- Ensure HR initiatives support campaign execution, lead-generation objectives, and overall business growth.
## 3. Performance Management & KPI Implementation
- Develop and implement structured KPI and KRA frameworks in consultation with business heads.
- Ensure every employee has clearly defined, measurable, and role-specific targets.
- Conduct monthly and quarterly performance reviews with managers.
- Track individual and departmental performance against established targets.
- Identify underperforming employees and coordinate Performance Improvement Plans (PIPs).
- Support appraisal cycles, promotions, increments, and performance-based recognition.
- Provide management with performance reports and recommendations for improvement.
## 4. Workforce Planning & Talent Management
- Forecast manpower requirements based on business plans and departmental targets.
- Coordinate with the recruitment team to fulfil critical and specialised hiring requirements.
- Support talent development and succession planning.
- Work with managers to improve employee productivity and team structure.
- Identify critical roles and recommend appropriate talent-management strategies.
## 5. HR Analytics & Business Reporting
- Prepare monthly HR and workforce performance dashboards.
- Track headcount, manpower cost, attrition, retention, absenteeism, and productivity.
- Analyse the relationship between workforce performance and business outcomes.
- Identify trends and provide data-driven recommendations to management.
- Monitor the effectiveness of HR initiatives and suggest process improvements.
## Required Skills and Qualifications
- Bachelor's degree in Human Resources, Business Administration, or a related field; an MBA in HR is preferred.
- 4–7 years of experience in HR, HR business partnering, strategic HR, or performance management.
- Experience partnering with digital marketing, performance marketing, sales, or other target-driven teams is preferred.
- Strong understanding of KPI/KRA frameworks, performance management, workforce planning, and talent management.
- Ability to understand business requirements and translate them into HR action plans.
- Strong analytical, problem-solving, communication, and stakeholder-management skills.
- Proficiency in Excel, HR dashboards, reporting, and data analysis.
- Ability to work independently, influence managers, and manage multiple priorities.
## Key Performance Indicators (KPIs)
- Timely implementation of departmental KPI/KRA frameworks.
- Achievement of workforce planning and critical manpower requirements.
- Improvement in employee productivity and performance accountability.
- Timely completion of performance reviews and appraisal cycles.
- Reduction in avoidable attrition among key employees.
- Accuracy and timely submission of HR dashboards and management reports.
- Effectiveness of HR business partnership and stakeholder satisfaction.
## Preferred Candidate Profile
The ideal candidate should be commercially aware, analytical, proactive, and comfortable working with business leaders. The candidate must be able to understand the Performance Marketing team's objectives, establish people-performance systems, identify workforce challenges, and ensure that HR initiatives contribute directly to organisational growth.
*Note:* This is a strategic HRBP role, not a digital marketing execution role. The candidate will partner with and support the Performance Marketing team but will not be responsible for personally running advertising campaigns
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