Fuso Tech Center India - HR Business Partner

The HR Business Partner (HRBP) will act as a strategic advisor to the business, translating organizational priorities into HR strategies and initiatives. This role is responsible for driving workforce planning, talent management, employee engagement, and performance enablement across assigned functions. The HRBP will collaborate closely with business leaders, HR Centers of Excellence (CoEs), and employees to foster a high-performance culture aligned with the Organisations values and goals.

• MBA or Master s in HR or related field.

• 8-12 years of progressive HR experience, preferably in a manufacturing or automotive environment.

• Strong understanding of HR strategy, workforce planning, and talent development.

• Excellent stakeholder management and communication skills.

• Experience with HR systems and data-driven decision-making.

Manpower Planning & Budgeting

Lead annual strategic workforce planning (Resource Week) for assigned departments.

Forecast new business needs and evaluate position requirements.

Collaborate with business to define design principles using baseline data, benchmarks, and industry best practices.

Drive job evaluation methodology and manage organizational charts and HR system mappings.

Identify and evaluate new or unique roles in partnership with business leaders.

Functional HR Strategy

Translate business priorities into HR focus areas and provide strategic recommendations.

Advise business on HR challenges including structure, manpower alignment, engagement, and attrition.

Conduct regular discussions with business leaders and HRBPs to understand functional challenges.

Gather employee insights and share with HR leadership for informed decision-making.

Employee Connect

Develop and implement a structured employee connect framework.

Facilitate employee connect sessions and present insights to HR leadership and business stakeholders.

Recruitment & Onboarding

Drive resource planning meetings and represent HR in cross-functional project discussions.

Liaise with recruitment team to ensure compensation parity for new hires.

Ensure seamless onboarding for leadership roles , including role clarity and team integration.

Conduct 0 - 30 - 60- 90 day connects and ensure functional orientation programs are executed.

Learning & Development

Identify training needs and critical competencies based on business priorities.

Advise on development areas and collaborate with L&D to implement relevant programs.

Draft Individual Development Plans (IDPs) for top talent in leadership and staff roles.

Engagement & Culture

Identify and manage strategic projects for young talent.

Facilitate probation confirmation discussions for leadership and staff.

Drive Employee Survey awareness, rollout, and action planning.

Performance Management

Ensure 100% goal setting for leaders and staff.

Facilitate mid-year and annual performance reviews in collaboration with supervisors and HRBPs.

Lead performance and compensation review processes.

Manage LIP/PIP processes for underperforming employees.

Talent Management

Identify mission-critical roles and talent categories across Leadership and staff levels.

Conduct talent discussions with functional heads and validate succession plans.

Facilitate career aspiration conversations between managers and employees.