Live Project Intern Competency Profiling (HR)

Job title: Live Project Intern Competency Profiling (HR)
Company: Rubamin
Location: Vadodara, Gujarat • On-site, with plant visits
Employment type: Internship • 6 months • Paid
Start: October 2026

About Rubamin
Rubamin is a zero-waste recycler of industrial waste: spent refinery catalysts, lithium-ion battery black mass and galvanising residues. It recovers metals and makes specialty zinc chemicals for food, pharma, feed and industry. Our purpose is the joy of creating an institution. Our values are Growth, Dynamism and Speed; a Learning Organisation that Supports Individual Growth; and Winning – Never Giving Up.

The project
We are rolling out competency profiling across every function, starting with HR. The framework already exists: 58 competencies, five behavioural levels, grade applicability and business-impact indicators, all built on our company policy. Your job is to make it real. You will:

• validate the framework with the people who do the work
• turn it into job descriptions
• map every HR role and incumbent against it, so that L&D, Talent Management and Succession Planning run on evidence rather than opinion

What you'll do

• Formalise the competencies. Run joint workshops with role holders and their managers. Test each behavioural descriptor and knowledge indicator against real incidents. Confirm the core values competencies.
• Rewrite job descriptions as competency profiles. Build each one from five sources: KRAs, activities carried out personally, activities supervised, budgets administered and authorities. Set required levels and weightage.
• Validate through 360 feedback from superiors, subordinates, internal customers and internal suppliers.
• Map roles and incumbents. Facilitate scoring on an evidence-anchored 1–10 scale, record the evidence behind each score, and compute competency scores and fitment.
• Convert gaps into inputs:
• a training-needs analysis and calendar for L&D
• potential and readiness views for Talent Management
• critical-role coverage and successor readiness for Succession Planning
• Prepare the January evaluation cycle and draft competency dictionaries for the next functions (Operations and EHS).

Deliverables

• Validated HR competency dictionary with a change log
• 17 HR role profiles and rewritten JDs
• Signed incumbent profiles with time-bound development plans
• Input packs for L&D, Talent Management and Succession Planning
• A reusable playbook and a first-draft dictionary for the next function wave

Timeline

• October: workshops and JDs
• November: 360 validation and scoring
• December: development plans and input packs
• January: first evaluation cycle
• February–March: next-wave dictionaries and playbook

Who we're looking for

• MBA/PGDM in HR (final year or recent graduate), or up to two years in HR
• Strong Excel (formulas, pivots, lookups) and clear, concise writing
• Comfortable interviewing people at every level, from the shop floor to leadership; Gujarati or Hindi a strong plus
• Rigour with evidence and discretion with confidential people data
• Nice to have: exposure to competency models (SHL, AIHR, CIPD), behavioural event interviewing, ISO 9001/45001 competence requirements, or the Labour Codes

What you'll get

• A real mandate sponsored by the Head of HR, with weekly mentoring
• Exposure to corporate and plant HR in a sustainability-led, hazardous-process industry
• Stipend of [amount]/month, a completion certificate, and pre-placement consideration based on your work
• Your work becomes company practice, and you will be credited in the playbook

How to apply
Send your CV with a one-page response to this prompt to [email removed]:

Pick one role you know well. Name three competencies it needs, and describe what Level 2 and Level 3 look like for each, in observable behaviour rather than adjectives.

We shortlist on this work sample.

Rubamin is an equal-opportunity employer. This project involves confidential employee data, and a confidentiality agreement applies.

Skills to tag on LinkedIn: Competency Mapping • Job Analysis • Talent Management • Succession Planning • Training Needs Analysis • Microsoft Excel • HR Analytics • Stakeholder Management • Interviewing • Organizational Development