Chief Manager- HR Business Partner

Position Summary-

The role is designed to strategically lead HR initiatives for non-flying functions by managing the complete employee lifecycle and ensuring gold-standard execution of people processes. As a trusted HR Business Partner, the incumbent will drive exceptional employee experiences, foster engagement, and align HR strategies with the airline’s business goals. Key responsibilities include managing onboarding to exit processes, implementing feedback mechanisms, executing core HR functions like performance management and L&D, handling employee relations, and collaborating with HR COEs. The role demands data-driven decision-making, stewardship of the Employee Value Proposition, and execution of strategic people initiatives. Ideal candidates will possess strong emotional intelligence, empathy, communication, and problem-solving skills, along with an MBA/PGDM from a Tier-1 institute.

Objective-

To strategically lead HR initiatives for non-flying functions by owning the complete employee lifecycle and delivering gold-standard execution of people processes. As a trusted HR Business Partner, ensure a consistently exceptional employee experience, foster strong engagement, and align the workforce with the airline’s business agenda. Serve as the organizational pulse-keeper and uphold the Employee Value Proposition, driving a culture of excellence, accountability, and continuous improvement across ground operations and support functions.

Major Deliverables-

• Employee Lifecycle Management

Own and manage the entire employee lifecycle from onboarding to exit for the designated cohort, ensuring seamless and consistent execution of HR processes.

• Organizational Pulse & Feedback Mechanisms

Act as the eyes and ears of the organization by sensing and responding to the organizational pulse in real-time.

Implement robust listening mechanisms and leverage employee feedback to drive continuous improvement in employee experience.

• Gold Standard HR Process Execution

Ensure flawless execution of core HR processes including Performance Management, Rewards & Recognition, Learning & Development, Talent Management, and Engagement initiatives.

• Employee Relations & Grievance Handling

Address employee grievances with empathy and efficiency, foster strong employee connect, and ensure compliance with disciplinary protocols. Partner with the Employee Relations COE to resolve Employee Relations and Industrial Relations issues effectively.

• Cross-Functional Collaboration

Work closely with HR Centers of Excellence (COEs) such as Talent Acquisition, L&D, and Rewards to deliver integrated and best-in-class people solutions.

• Data-Driven Decision Making

Build hypotheses and utilize data and insights to guide HR decisions, measure impact, and drive continuous improvement in HR practices and employee outcomes.

• Strategic People Initiatives

Execute people strategies tailored to the non-flying employee cohort, including initiatives on performance enablement, capability building, leadership development, and succession planning.

• Employee Value Proposition Stewardship

Serve as a custodian of the Employee Value Proposition, ensuring that all HR interventions reinforce the organization’s commitment to its people.

Desired Experience Level-

• Emotional Intelligence

  : The ability to manage one’s emotions and understand others' emotions, leading to better relationship management and conflict resolution.

• Confidentiality and Trustworthiness

  : Maintaining a high level of trust by handling sensitive information with discretion and integrity.

• Empathy

  : The ability to understand and relate to the needs and concerns of employees, ensuring their experiences are positive and supported.

• Active Listening

  : Skilful in listening attentively to employees and managers, grasping both explicit and implicit concerns to address them effectively.

• Influencing and Persuasion

  : Ability to build strong relationships and influence decision-making, ensuring alignment between employee needs and organizational goals.

• Results-Oriented

  : A focus on delivering tangible outcomes by aligning people strategies with business objectives and continually enhancing employee experience.

• Collaboration

  : Building strong partnerships with leadership, teams, and employees, fostering a culture of teamwork and shared success.

• Proactive Problem Solving

  : The ability to anticipate issues, address concerns before they escalate, and implement solutions that drive continuous improvement.

• Strong Communication

  : Clear and effective communication skills, ensuring transparency, clarity, and open lines of dialogue across all levels of the organization.

• Adaptability

  : Flexibility in responding to changing organizational dynamics and employee needs, adjusting strategies accordingly to maintain engagement and satisfaction.

Qualifications-

MBA/PGDM from a top-tier HR or related discipline from a Tier-1 institute (IIMs, XLRI, TISS, MDI, etc.)

Min. 14+ Yrs. of experience and expertise in HR Business partnering role.