HR Business Partner Detailed Roles & Responsibilities:

1. Strategic HR Partnership

Develop HR strategies aligned with business plans and support leadership in organizational transformation initiatives.
Participate in strategy meetings, department reviews, manpower alignment discussions, and quarterly goal-setting cycles.
Forecast long-term workforce needs using data-driven approaches, headcount analytics, and productivity ratios.
Guide management on policy interpretation, organizational changes, and workforce design.

2. Workforce Planning & Talent Acquisition

Conduct annual and quarterly manpower planning exercises with all department heads.
Ensure critical positions in Production, Quality, Sales, Supply Chain & Corporate are closed within defined SLAs.
Develop competency-based job descriptions and partner with recruitment teams/agencies for talent pipelines.
Drive interview panel training, structured assessments, and hiring quality audits.

3. Employee Relations & Workplace Culture

Act as the primary HR contact for corporate employees, ensuring transparent and timely grievance resolution.
Conduct regular HR connect sessions, feedback discussions, and stress mapping assessments.
Manage disciplinary procedures, warning letters, domestic inquiries, and conflict mediation.
Strengthen culture through recognition programs, corporate events, festival celebrations, CSR engagements, and communication forums.

4. Performance Management System (PMS)

Facilitate end-to-end PMS cycle goal setting, mid-year reviews, annual evaluations, calibration meetings.
Train managers on SMART goals, OKRs, and competency evaluation methods.
Create Individual Development Plans (IDPs) for employees based on performance data and manager feedback.
Track capability gaps and work with L&D team for structured improvement plans.

5. Learning & Development

Conduct yearly Training Needs Analysis (TNA) using skill matrices, performance reviews, and business priorities.
Implement functional, behavioral, leadership and compliance training programs.
Evaluate training effectiveness using Level 13 methods and build training dashboards.
Design mentoring, coaching and succession planning frameworks for critical roles.

6. HR Operations, Policy Governance & Compliance

Oversee onboarding, induction, document verification, background checks and confirmation processes.
Monitor attendance, leave, shift allocations, transfers, and employee lifecycle updates via HRMS.
Ensure 100% compliance with labour laws PF, ESI, gratuity, minimum wages, shops & establishment act, factory act (where applicable).
Update SOPs, company policies, safety guidelines, and disciplinary protocols on a timely basis.

7. Compensation, Benefits & Payroll Coordination

Handle compensation benchmarking, salary structuring, variable pay administration and benefits rollout.
Conduct parity checks, internal equity analysis and salary revision cycles in coordination with finance.
Resolve payroll-related queries and ensure employee data accuracy in HRMS for seamless payroll processing.
Manage reward & recognition programs and employee welfare schemes.

8. Engagement, Retention & Well-being

Run engagement surveys, pulse checks, stay interviews, and retention analysis.
Develop engagement action plans with department heads and track improvement areas.
Implement wellness initiatives, mental health programs, ergonomics sessions, safety trainings and team-building events.
Drive retention strategies for high performers, critical positions and new hires within 90 days.

9. HR Analytics, Reporting & Audit Support

Prepare dashboards attrition, joining, manpower, recruitment, PMS, training, attendance and productivity reports.
Support internal, statutory and ISO audits related to HR documentation and compliance.
Provide monthly HR insights to management with trend analysis and improvement recommendations.
Ensure HRMS data hygiene and governance.

10. Stakeholder Management & Leadership Support

Act as a bridge between employees and leadership to ensure smooth business functioning.
Participate in management review meetings, departmental discussions and business planning forums.
Support leadership in driving change management, restructuring and capability-building efforts.

Assistant Manager / Manager - HRBP