HR Business Partner

Key Responsibilities

A. Business Partnering

• Act as a strategic HR partner to business stakeholders, enabling achievement of business goals through effective people solutions.
• Work closely with the Head – HR to design and implement HR strategies aligned with identified business priorities.
• Design, implement, and support HR programs, processes, and policies in partnership with line managers.
• Serve as the interface between HR leadership and business teams, supporting HR-led change management initiatives.
• Provide guidance and direction to Business Line Leaders on people matters, identifying risks and opportunities and driving actionable solutions.
• Conduct focus group discussions and proactively address employee concerns, promoting HR systems and acting as an ambassador of Sintex culture and values.
• Drive attrition analysis and discussions with business leaders, support retention initiatives, and ensure attrition remains within agreed targets.

B. Budgeting & Workforce Planning

• Support preparation of annual HR, manpower, and operational budgets in line with business plans.
• Track actual expenses against budgets, analyze variances, and present quarterly reports with recommended corrective actions.
• Partner with functional and business heads to finalize staffing requirements and workforce plans.

C. Employee Lifecycle Management & Employee Relations

• Plan and execute onboarding and induction activities for new joiners.
• Manage employee lifecycle processes including confirmations, role movements, promotions, and exits in line with policies.
• Partner with managers and employees to improve work relationships, build morale, and enhance productivity and retention.
• Provide end-to-end HR support across organizational development, talent management, performance management, succession planning, employee engagement, and learning initiatives.
• Drive the annual Performance Management & Goal Management (PMGM) process as per corporate guidelines.
• Analyze exit interview data, identify trends, and develop people action plans.
• Manage and resolve complex employee relations issues, conducting fair, objective, and thorough investigations.
• Handle sensitive and day-to-day people management matters with professionalism and discretion.

D. Employee Engagement & Leadership Connect

• Facilitate employee engagement initiatives across assigned locations and teams.
• Enable leadership connect forums including one-on-one and group interactions to improve communication and alignment.
• Administer and manage quarterly Rewards & Recognition programs for the business unit.

E. HR Governance & Advisory

• Maintain and regularly update organizational structures and org charts across systems.
• Create and update job descriptions for all roles in scope.
• Maintain strong awareness of business culture, operating plans, financial context, and competitive landscape.
• Provide guidance and solutions on HR administrative and operational matters.
• Identify improvement opportunities across HR processes and recommend sustainable solutions.
• Provide HR policy guidance and interpretation to managers and employees.

F. HRIS & Records Management

• Ensure accurate and timely maintenance of employee data for all new joiners in HR systems (e.g., SuccessFactors).
• Ensure employee records and documentation are updated in real time and maintained in compliance with company standards.

Key Skills & Competencies

• Strong HR business partnering and stakeholder management skills
• Sound knowledge of HR processes, employee relations, and labor compliance
• Analytical and data-driven approach to HR decision making
• Effective communication, influencing, and problem-solving skills
• High level of integrity, confidentiality, and ownership.