Role Purpose: To act as a strategic HR Business partner to manufacturing and business leaders by driving organizational effectiveness, strengthening performance culture, and improving workforce stability. The role focuses on aligning people strategies with business priorities such as productivity, cost efficiency, and operational excellence.
Key Responsibilities
1. Strategic Business Partnering
- Partner with BU Heads/function heads to align people priorities with business goals (productivity, cost, delivery, quality)
- Provide insights on organizational risks (attrition, workforce stability, leadership gaps, structure inefficiencies)
- Support organization design, role clarity, and manpower optimization
2. Workforce Planning & Organization Effectiveness
- Drive workforce planning aligned with production and business plans in partnership with the recruitment team
- Improve organization structure, spans, and layers for better efficiency and faster decision-making
3. Performance & Accountability
- Drive a strong performance culture through effective goal setting, review, and calibration processes in partnership with the HRD team.
- Support leaders in managing underperformance and improving accountability across teams
- Align performance outcomes with business metrics (productivity, delivery, cost)
4. Talent Retention & Workforce Stability
- Analyze attrition trends (especially critical workforce segments and key roles)
- Drive targeted retention actions in partnership with business leaders
- Provide inputs on compensation positioning and market competitiveness
- Strengthen onboarding experience and handover practices to reduce early attrition in partnership with the HRD team.
5. Leadership Effectiveness
- Coach and support managers on people leadership (communication, decision-making, responsiveness, sense of urgency) in partnership with HRD
- Improve leadership effectiveness at the frontline and mid-management levels
- Support the development of a strong leadership pipeline through structured identification and exposure
6. Culture & Work Environment
- Drive a culture of ownership, accountability, and speed in manufacturing operations
- Address silo behavior and improve cross-functional collaboration (e.g., Supply Chain, Engineering, Purchasing)
- Promote psychological safety and open communication across teams
- Strengthen employee experience through consistent HR practices
7. HR Governance & Compliance
- Ensure adherence to HR policies, processes, and labor regulations
- Support audits (ISO, internal) and ensure compliance with required standards
- Maintain discipline and consistency in HR process execution across functions
8. HR Analytics & Business Insights
- Use data (attrition, absenteeism, performance, productivity) to identify trends and risks
- Provide actionable insights to business leaders and HR Head for decision-making
- Track key people metrics and link them to operational performance
Qualifications:
- Education: Bachelor's or master's degree in human resource management, Psychology, Business Administration, or a related field.
- Experience: 4–6 years of experience in human resources, preferably in an HRBP or similar role.
- Skills:
- Strong business acumen with the ability to link HR actions to productivity, cost, and delivery outcomes
- Proven experience in stakeholder management, especially working with plant heads and functional leaders
- Ability to analyze data (attrition, performance, workforce trends) and provide actionable insights
- Strong influencing, problem-solving, and decision-making skills
- Excellent communication skills (English required; ability to work with diverse teams)
Additional/Soft Skills: Strong business partnering and stakeholder influencing skills, with the ability to drive outcomes in a fast-paced environment. Excellent communication, problem-solving, and analytical thinking. High ownership, emotional intelligence, and a strong sense of urgency.
