We are seeking an energetic and proactive HR Business Partner – Operations to support our business units by driving core HR processes and operational effectiveness. This role will serve as a bridge between business leaders and HR, ensuring strong alignment between people's practices and business goals. The ideal candidate will have a strong operational HR background, a problem-solving mindset, and hands-on experience in handling on-ground workforce matters.
Key Responsibilities
Strategic HR Business Partnering
• Serve as a strategic advisor to business leaders on workforce planning, team structures, and organizational effectiveness.
• Align HR strategy with business goals and drive transformation initiatives at the location level.
• Identify and resolve complex employee relations issues with appropriate escalation and legal compliance.
People Leadership & Team Management
• Lead and develop a team of HR executives or generalists (if applicable).
• Coach and influence people managers on leadership, employee management, and team dynamics.
Employee Lifecycle & Operations
• Manage hire-to-retire lifecycle: onboarding, performance management, talent development, and exits.
• Monitor and enhance employee retention, grievance handling, and exit interviews to improve employee experience.
Policy, Governance & Compliance
• Recommend and implement HR policies aligned with business and legal standards.
• Ensure adherence to labor laws, POSH, audits, and other statutory compliances.
Talent & Engagement
• Collaborate with COEs (TA, L&D, C&B) to implement talent acquisition, learning, and compensation strategies.
• Lead employee engagement initiatives and pulse surveys; analyze data and implement action plans.
Data, Reporting & HR Systems
• Use data analytics for attrition, performance, and engagement to guide decisions.
• Work with HR systems for workflows, reports, and dashboards.
Change Management & Culture
• Support change management and org restructuring initiatives.
• Drive cultural alignment and DE&I practices across the location.
L&D related responsibilities
• Conduct training needs analysis in collaboration with department heads to identify skill gaps and recommend targeted learning solutions.
• Design, develop, and deliver engaging learning interventions—including classroom, virtual, and blended programs—tailored to diverse employee groups.
• Manage the end-to-end training process: scheduling, content creation, facilitator coordination, participant communication, venue/virtual setup, and feedback collection.
• Oversee onboarding training to ensure a consistent, engaging, and impactful new hire experience.
• Track and report on key learning metrics, including participation rates, satisfaction scores, knowledge retention, and engagement outcomes, providing insights to leadership.
• Collaborate with external vendors, trainers, and partners to source relevant programs and negotiate contracts where needed.
• Maintain accurate and up-to-date training records in alignment with data privacy and compliance standards.
• Support the communication strategy for all learning initiatives, ensuring clear, timely, and inspiring messaging across channels.
• Stay abreast of industry trends, new technologies, and best practices in L&D to continuously innovate and improve programs.
Requirements:
• 7–9 years of HRBP experience in a matrix or multi-location setup
• MBA/PGDM in HR or equivalent degree from a reputed institute
• Experience leading HR for a business unit or location
• Strong exposure to business partnering, compliance, and team management