Senior Manager/Manager - HRBP

Role & responsibilities

• Strategic HR Business Partnership
• Partner with business leaders and HODs to understand business priorities and translate them into effective HR strategies.
• Drive organizational design, workforce planning, role clarity and change management initiatives.
• Provide guidance to stakeholders on people‑related matters, including performance, employee relations, talent management and organizational effectiveness.
• Proactively identify people‑related challenges and recommend solutions aligned with business requirements.
• Drive HR initiatives that strengthen ownership, accountability and organizational culture.
• Stakeholder Management
• Build strong working relationships with senior leadership, HODs and employees across functions.
• Act as the primary HR point of contact for assigned business functions, ensuring timely resolution of people‑related matters.
• Work closely with stakeholders to understand departmental challenges, manpower requirements and organizational priorities.
• Facilitate discussions and provide HR advisory support to managers on employee‑related decisions.
• Employee Relations & Grievance Handling
• Manage employee relations matters, including grievances, conflict resolution, disciplinary issues and employee concerns.
• Ensure fair and consistent handling of employee matters in accordance with company policies and applicable labour laws.
• Maintain regular connect with employees to understand workplace concerns and proactively address issues.
• Foster a positive and transparent work environment through effective communication and employee support.
• Performance Management & Talent Development
• Drive the end‑to‑end performance management process, including goal setting, mid‑year reviews, annual appraisals and performance discussions.
• Partner with HODs to ensure effective KRA/KPI setting, performance evaluation and identification of development needs.
• Support managers in addressing performance gaps through appropriate interventions and development plans.
• Identify critical talent and support succession planning, career development and retention initiatives.
• Employee Engagement & Culture Building
• Plan and execute employee engagement activities and initiatives to enhance employee experience, motivation and retention.
• Drive employee connect initiatives, feedback mechanisms and culture‑building interventions.
• Identify engagement gaps and work with stakeholders to implement corrective actions.
• Support the planning and execution of HR initiatives, celebrations, recognition programmes and employee wellness activities.
• Learning & Development
• Identify training and development needs in consultation with HODs and business stakeholders.
• Plan and coordinate learning interventions to enhance employee capabilities and functional effectiveness.
• Drive leadership development, behavioural training and capability‑building initiatives.
• Evaluate training effectiveness and track the impact of learning interventions.
• Talent Acquisition & Workforce Planning
• Support recruitment requirements for assigned business functions, ensuring timely closure of critical positions.
• Partner with Talent Acquisition to define role requirements, evaluate candidates and ensure alignment with business needs and organizational culture.
• Participate in manpower planning and monitor recruitment requirements against approved budgets.
• Support hiring for critical and leadership positions, wherever required.
• HR Analytics & Reporting
• Monitor and analyse HR metrics, including attrition, employee engagement, manpower, performance and training effectiveness.
• Prepare periodic HR reports and dashboards, highlighting key trends, challenges and action areas.
• Provide data‑driven insights to business leaders to support people‑related decision‑making.
• Track the effectiveness of HR interventions and ensure timely implementation of action plans.