AGM/GM-Corporate HR For Apparel Export House, Faridabad, Haryana

Hiring for AGM/GM-HR(Female Only - HRBP Role) with 10-15yrs of relevant experience for Apparel Export House, Faridabad, Haryana.

• Experience in Manufacturing companies, Apparel/Leather/Home Furnishing-Retail/Manufacturing, etc will be preferred.

• Should have handle the 2000+Manpower

• Should have relevant working experience in 2000Cr+ Turnover companies.

• Open to work 6days a week(Monday to Saturday- 9 to 5:30pm)

• CTC: 30 to 40LPA (Fixed)/Negotiable.

• Email:

Job Profile: HR Business Partner (HRBP) AGM/GM For Export House, Faridabad, Haryana.

Reporting To: Head HR / VP HR

Fixed CTC: 30 to 40LPA/Negotiable

Age: 32 to 40yrs

Gender: Female

Working Days/Hours: Monday to Saturday/9 to 5:30 pm

Location: Faridabad, Haryana

Grade: AGM/GM

Role Summary

The HR Business Partner AGM is responsible for leading the full employee life cycle, driving people development, strengthening organizational capability, and acting as a strategic partner to business leaders. The role ensures effective implementation of HR processesincluding talent management, training, performance management, grievance handling, and employee engagementto support business objectives and create a high-performance culture.

Key Responsibilities

1. Employee Life Cycle Management

• Oversee end-to-end employee life cycle, from manpower planning, recruitment support, onboarding, internal movements, development, and offboarding.
• Ensure seamless coordination across HR functions to deliver a consistent employee experience.
• Maintain compliance, documentation, and HR systems integrity across stages of employment.

2. Induction & Onboarding Management

• Design and execute structured induction programs for new hires.
• Implement and monitor the Buddy Program, ensuring cultural integration and faster settling-in of new employees.
• Track onboarding feedback and drive continuous improvement initiatives.

3. Performance Management

• Lead the performance management cycle including goal setting, mid-year reviews, annual appraisals, and career discussions.
• Train managers and employees on PMS frameworks, competency models, and feedback mechanisms.
• Facilitate calibration sessions and ensure fairness and transparency in ratings.
• Support the identification of high performers, successors, and talent gaps.

4. People Development & Capability Building

• Conduct capability mapping to identify skill gaps across business units.
• Design and implement learning & development interventions aligned with business priorities.
• Collaborate with internal trainers and external partners to deliver behavioural, functional, and leadership development programs.
• Track learning impact and capability enhancement metrics.

5. Talent & Succession Management

• Partner with business leaders to identify critical roles and develop succession plans.
• Support talent reviews, potential assessments, and Individual Development Plans (IDPs).
• Drive initiatives to improve internal mobility and leadership pipelines.

6. Employee Relations & Grievance Handling

• Act as the primary contact for employee grievances, ensuring fair and timely resolution.
• Conduct investigations and recommend corrective actions while ensuring adherence to company policy and legal requirements.
• Build trust and establish strong communication channels with employees at all levels.

7. Employee Engagement

• Design and drive engagement initiatives to enhance workplace satisfaction and retention.
• Conduct employee surveys (pulse, engagement, attrition analysis) and implement action plans.
• Promote organizational culture, values, and employee well-being activities.

8. Exit Management

• Manage end-to-end exit processes including exit interviews, clearance, documentation, and analysis.
• Analyze exit trends and recommend retention strategies.
• Ensure departing employees experience a smooth and respectful transition.

9. HR Policy & Compliance

• Ensure HR policies are understood and implemented across the business.
• Support policy creation, refinement, and adaptation based on organizational needs.
• Ensure compliance with labor laws, statutory requirements, and organizational guidelines.

10. Strategic HR Business Partnering

• Partner with leadership teams to understand business strategy and workforce needs.
• Provide insights, analytics, and HR recommendations to support business goals.
• Drive change management initiatives across business units.

Key Skills & Competencies

• Strong interpersonal and communication skills
• Strategic thinking & business partnering mindset
• Capability mapping & training expertise
• Proven experience in performance management
• Employee relations & conflict resolution
• Analytical thinking & HR data interpretation
• Stakeholder management and influence
• Organizational development understanding

Qualifications & Experience

• Education: MBA/PGDM in HR or equivalent
• Experience: 1015 years of HR experience with at least 35 years in an HRBP or leadership role

• Preferred: Experience in manufacturing/IT/services (customize based on your industry)

• Experience with Exports house are must

• Outstation candidates can also apply.