Senior HR Business Partner

The role of HR Business Partner for Quality and Operations involves spearheading the human resources function to drive business outcomes. The position provides strategic partnership to senior leaders, developing and implementing human resources strategy in support of business objectives.

1. Strategic HR Partnership – As HR Business Partner, responsibilities include planning, implementing, and evaluating employee relations and human resource programs and practices. Partner with senior leaders to understand business needs and align people strategy to achieve same.
2. Talent Acquisition and Onboarding – Responsible for Talent Acquisition by providing a talented workforce within defined timelines to ensure business continuity. Identify manpower requirement based on business priorities and plan accordingly. Ensure best-in-class onboarding experience for new joiners.
3. HR Manpower Planning, Budgeting – Assist in budgeting process of all HR items (manpower costs, opex costs) and headcount requirement. Periodically review and monitor actual spend vis-à-vis approved budgets, optimum utilization of manpower budgets, and trend analysis to ensure manpower cost is within budget. Identify opportunities for savings and realize periodic savings.
4. Performance Management – Drive continual performance management and annual compensation review for the site. Train line managers on goal setting and sharing performance feedback. Enable senior leaders to take appropriate decisions regarding promotions, compensation revisions, etc.
5. Talent Management– Implement periodic talent management reviews and ensure development/retention plans are executed. Create and implement succession plans for critical roles. Understand talent priorities of the site, identify development needs, and drive programs to address same.
6. Learning & Development – Promote culture of learning and high performance. Identify training needs, prepare training calendar, and evaluate training efficacy. Work with corporate HR team to implement various training programs for the site.
7. HR Compliance & Statutory Obligations - Responsible to ensure HR legal compliances by monitoring and implementing applicable statutory laws, maintaining records, and representing the organization at various associations related to human resources. Liaisoning with various statutory bodies and government agencies like labour office, factory inspector office, Gram Panchayat, welfare fund office, and PF to be compliant. Adherence to SOPs and documentation as per cGMP.
8. Labour Management - Maintain harmonious and productive IR environment. Keep track of productivity and identify scope of cost savings. Ensure all statutory compliances are followed by manpower vendors. Maintain healthy and productive work environment, identify and resolve employee grievances in timely manner. Take appropriate disciplinary actions if needed as per laid down processes.
9. Employee Engagement & Wellbeing – Implement initiatives and carry out activities on a day-to-day basis to impact key drivers of employee engagement. Lead wellbeing initiatives at the site with objective to achieve holistic wellbeing of employees at the site.
10. HR Operations – Supervise and review all HR operations pertaining to employee life cycle with objective of streamlining and bringing in more efficiency.
11. Guide and coach HR team members to take higher responsibility, effective stakeholder management, and develop next line of leaders.
12. Special projects – Support in conceptualizing and execution of special HR-related projects to meet specific business needs from time to time.

Educational Qualifications:

MBA HR/Masters in Human Resource Management

Experience:

1. 15+ years' experience handling HR function. Experience in manufacturing setup preferred.

Knowledge and Skills (Functional / Technical):

1. HR Operations, Industrial Relations
2. Understanding of labour legislations
3. Strong business acumen
4. Excellent management skills with ability to influence management
5. Excellent analytical ability
6. Ability to interface with all levels of management, especially senior level stakeholders