Manager/Sr Manager - HR Business Partner

1. Role Purpose

To act as a strategic HR Business Partner for key functions, aligning people strategies with business objectives. The role drives talent management, employee engagement, performance management, capability development, employee relations, and organizational effectiveness. The role partners closely with the Site HR Head to support business leaders in building a high‑performance culture, embedding organizational values, and ensuring HR interventions enable innovation, quality excellence, and operational efficiency across critical functions.

2. Key Responsibilities

a) HR Business Partnering

• Partner with Functional Heads and department leaders to understand business priorities and manpower requirements.
• Provide HR solutions aligned with departmental and organizational objectives.
• Act as a trusted advisor on people management, organization design, employee productivity, and workforce effectiveness to enhance business efficiency.
• Work in close alignment with the Site HR Head to ensure HR strategies support operational excellence and leadership effectiveness across key functions.
• Support business growth through effective HR interventions and talent strategies.

b) Performance Management System (PMS)

• Drive implementation of Performance Management System (PMS) across assigned departments.
• Facilitate KRA/KPI setting, goal alignment, mid-year reviews, and annual performance evaluations.
• Guide managers on performance discussions, performance enhancement plans, and development initiatives.
• Track completion and effectiveness of PMS processes.

c) Employee Engagement & Culture Building, Employee Relations & Grievance Handling

• Drive employee engagement initiatives to enhance employee satisfaction, morale, and retention.
• Conduct employee connect sessions, feedback discussions, and engagement activities.
• Support recognition and reward programs.
• Promote organizational culture, values, and employee well-being initiatives.
• Act as the first point of contact for employee concerns and grievances.
• Facilitate resolution of workplace issues through proactive engagement and counselling.
• Support disciplinary actions, investigations, and employee relations matters in accordance with company policies.

d) Organizational Development & Change Management

• Support organization restructuring, workforce optimization, and change management initiatives.
• Drive continuous improvement in people processes and organizational effectiveness.
• Support talent review and succession planning exercises.
• Facilitate implementation of corporate HR initiatives at site level under the guidance and direction of the Site HR Head.

e) Workforce Productivity & Retention

• Monitor manpower utilization, absenteeism, overtime, and productivity trends.
• Partner with business leaders to improve workforce effectiveness and retention.
• Recommend interventions to reduce attrition and improve employee engagement.
• Support managers on: People Management, Team Effectiveness, Conflict Resolution, Talent Development, Performance Discussions.
• Monitor manpower utilization, absenteeism, overtime, and productivity trends and review key workforce metrics and share insight with the Site HR Head.

3. Competency Requirements

• Workforce Planning
• Organization Development
• Change Management
• Talent Management
• Performance Management Systems
• Competency Mapping
• Succession Planning
• Employee Engagement
• Influencing & Stakeholder Management
• Communication & Interpersonal Skills
• Strategic Thinking

4.Qualifications & Experience

• MBA / PGDM in Human Resources or Personnel Management from a premier institute.
• 10–14 years of progressive experience in Human Resources with exposure to HR Business Partnering, Talent Management, Organizational Development, and Employee Relations.
• Prior experience supporting functions in the Pharmaceutical or Chemical industry will be an added advantage.