Walk-in || HRBP

JOB DESCRIPTION

HR BUSINESS PARTNER (HRBP) STRATEGIC & BUSINESS GROWTH

Department: Human Resources / Business Strategy

Designation: HR Business Partner (HRBP)

Reporting To: Managing Director

Experience: Minimum 12 Years

Required HR Leadership Experience: 3–4 Years as HR Head / Senior HR Leadership Role

Qualification: MBA / PGDM – Human Resources preferred

Salary: 80,000 – 1,00,000 per month

Industry: Manufacturing / Engineering

Location - Sahibabad (Ghaziabad)

JOB PURPOSE

We are looking for an experienced and business-oriented HR Business Partner (HRBP) who can act as a strategic advisor to the management and play a key role in business growth, sales target planning, organizational strategy, leadership development, and overall business performance.

The ideal candidate should have strong HR leadership experience along with a proven understanding of business operations. The candidate will work closely with the top management and functional heads to develop and execute strategies that improve business growth, employee productivity, sales performance, profitability, and organizational effectiveness.

KEY RESPONSIBILITIES

1. Strategic Business Partnering

Act as a strategic advisor to the Managing Director / CEO and senior management.

Understand business objectives and translate them into actionable people and business strategies.

Participate in management discussions relating to business growth, profitability, manpower, productivity, and organizational development.

Provide data-driven recommendations for business and people-related decisions.

Identify organizational gaps and recommend corrective strategies.

2. Business Growth & Sales Target Planning

Work closely with the Sales and Business Development teams to understand market opportunities and business objectives.

Participate in annual, quarterly, and monthly sales-target planning.

Support management in developing strategies for achieving revenue and business-growth targets.

Track sales performance against targets and identify gaps.

Work with department heads to develop action plans for improving business performance.

Support initiatives for market expansion, customer acquisition, productivity, and revenue growth.

3. HR Strategy & Organizational Development

Develop and implement HR strategies aligned with overall business objectives.

Build organizational structures, manpower plans, and succession strategies.

Develop systems for improving employee productivity and accountability.

Drive performance-management systems based on measurable KRAs/KPIs.

Identify high-potential employees and develop leadership pipelines.

Support organizational change and transformation initiatives.

4. Leadership & People Management

Demonstrate strong leadership and decision-making capabilities.

Coach and guide department heads and managers on people-management matters.

Develop a strong performance-driven culture across the organization.

Build leadership capabilities at different levels of the organization.

Handle sensitive employee and management matters with maturity and confidentiality.

5. Performance & Productivity Management

Establish and monitor department-wise KPIs and KRAs.

Review employee and departmental performance with business heads.

Identify productivity gaps and implement improvement plans.

Link employee performance with business outcomes wherever appropriate.

Drive accountability and performance-oriented work culture.

6. Talent Acquisition & Manpower Planning

Develop manpower plans based on current and future business requirements.

Ensure timely recruitment of critical managerial and leadership positions.

Strengthen talent acquisition and employee-retention strategies.

Build a strong talent pipeline for key positions.

7. Employee Engagement & Retention

Develop employee engagement and retention initiatives.

Identify key reasons for employee attrition and recommend corrective measures.

Build effective communication between employees and management.

Promote a positive, professional, and performance-driven workplace culture.

8. HR Policies, Systems & Compliance

Review and strengthen HR policies, processes, and systems.

Ensure effective implementation of company policies.

Coordinate with the HR team for statutory and labour-law compliance.

Improve HR processes through technology, HRMS, analytics, and automation.

9. HR Analytics & Management Reporting

Prepare and present HR and business-related MIS to senior management.

Monitor manpower cost, attrition, absenteeism, productivity, recruitment, and performance indicators.

Provide management with actionable insights based on HR and business data.

Develop dashboards to monitor organizational performance.

REQUIRED SKILLS & LEADERSHIP QUALITIES

Strong leadership and strategic thinking

Business acumen and commercial understanding

Ability to act as a Strategy Advisor to Management

Strong decision-making and problem-solving ability

Excellent communication and stakeholder-management skills

Strong analytical and data-driven approach

Ability to influence senior management and functional heads

Sales and business-growth orientation

Strong negotiation and conflict-management skills

High level of integrity, confidentiality, and professionalism

Ability to lead and mentor HR teams

Change-management and organizational-development capabilities

EDUCATIONAL QUALIFICATION

MBA / PGDM in Human Resources preferred.

Additional qualification in Business Management / Organizational Development will be an advantage.

EXPERIENCE REQUIREMENTS

Minimum 12 years of overall professional experience.

Minimum 3–4 years of experience as HR Head / Senior HR Leadership position.

Candidates with experience in manufacturing, engineering, industrial, or similar organizations will be preferred.

Proven experience in working directly with senior management / promoters / business heads.

Experience in business strategy, workforce planning, performance management, and organizational development is preferred.

COMPENSATION

80,000 – 1,00,000 per month, depending on experience, qualifications, leadership capability, and suitability for the role.

SUCCESS IN THIS ROLE WILL BE MEASURED BY

Business and organizational growth support

Achievement of sales/business targets

Improvement in employee productivity

Reduction in unwanted attrition

Leadership development and succession planning

Manpower optimization

Performance-management effectiveness

Employee engagement and retention

HR process improvement

Strategic contribution to management decisions

IDEAL CANDIDATE PROFILE

The ideal candidate will be a senior HR professional with strong business acumen, capable of moving beyond traditional HR responsibilities and acting as a strategic partner and advisor to management. The candidate should be comfortable participating in business discussions, understanding sales and revenue targets, identifying organizational challenges, developing strategies, and leading people toward measurable business outcomes.

Contact - +91-7827686337Role & responsibilities

Preferred candidate profile