HR Business Partner

Role overview

This HR Business Partner position is centered on supporting business goals through a mix of talent acquisition, employee engagement, performance management, learning and development, compliance, and HR analytics. The person in this role will work closely with business leaders to build a strong, high-performance workplace culture.

Talent acquisition

• Own the full recruitment process for zonal roles and other business-critical positions.
• Work with hiring managers to understand staffing needs and shape effective hiring plans.
• Manage interviews, candidate evaluations, offer releases, and joining formalities.
• Drive quick and quality hiring closure for open positions.
• Support smooth onboarding and early employee integration.

Employee relations and engagement

• Act as the main HR contact for employees and business leaders.
• Lead engagement activities that improve morale, productivity, and retention.
• Help run wellness, recognition, and internal communication initiatives.
• Handle employee questions, issues, and grievances promptly and professionally.
• Strengthen employee connect and contribute to a healthy workplace environment.

Performance management

• Coordinate annual as well as periodic performance review cycles.
• Support managers and employees with goal setting, appraisals, and development planning.
• Track appraisal completion and ensure deadlines are met.
• Study performance patterns and assist in talent development conversations.
• Work with business leaders to identify and develop high-potential employees.

Learning and development

• Identify skill gaps and training needs across the zone.
• Organize learning sessions, workshops, and other development programs.
• Monitor training participation and training effectiveness.
• Support the creation of individual development plans.
• Encourage continuous learning and professional growth.

HR operations, compliance, and policy implementation

• Ensure alignment with labor laws, statutory obligations, and internal HR policies.
• Support audits and maintain HR records and documentation according to standards.
• Communicate and implement HR procedures, policies, and governance practices.
• Monitor adherence to HR processes across locations in the zone.
• Ensure timely completion of lifecycle actions such as confirmations, transfers, and exits.

HR analytics and reporting

• Maintain HR dashboards and management information systems.
• Track and analyze metrics such as recruitment turnaround time, attrition, engagement scores, training coverage, headcount movement, and diversity metrics.
• Prepare periodic reports and share actionable insights with zonal leadership and HR management.

Candidate profile

The ideal candidate should be able to manage end-to-end HR generalist responsibilities in a business-facing role, especially in manufacturing, engineering, industrial, infrastructure, project-based, or related environments.

Education

MBA or PGDM in Human Resources, or an equivalent management qualification from a recognized institution.

Experience

A minimum of 5 years of relevant HR experience is required.

Key strengths

• Solid understanding of HR operations and employee lifecycle management.
• Working knowledge of labor laws, statutory compliance, and HR best practices.
• Strong stakeholder management and relationship-building ability.
• Good communication and interpersonal skills.
• Ability to juggle multiple priorities in a fast-moving environment.
• Problem-solving and conflict-resolution skills.
• Strong analytical and reporting capability.
• Comfort with HRMS tools and MS Office applications.
• Ownership, adaptability, and a business-oriented mindset.

Success measures

• Open positions are closed on time.
• Employee engagement and retention improve.
• Performance management processes run effectively.
• Compliance is maintained across the zone.
• HR reporting and analytics are accurate and timely.
• Employees and business stakeholders provide positive feedback.