HR Bussiness Partner For mnc manufacturing company at baner

Your Key Responsibilities:

If interested reply with your total experience in below skillset at mahesh.jadhav@fortuneps.com

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Job Purpose:

HR Business Partner for Sales, Logistics & Supply Chain and Marketing functions plays a critical role in aligning human resources strategies with business objectives to drive organizational effectiveness and employee engagement. This strategic HR position involves collaborating closely with business leaders and departments to understand their needs, providing HR expertise, and implementing solutions to address talent management challenges. The HR Business Partner serves as a trusted advisor and advocate for both employees and management, fostering a culture of performance, collaboration, and continuous improvement. The role will partner closely with respective Leaders, India , and HR COEs to drive a culture of performance, growth and engagement.

Key Responsibilities

Partnering with HR COEs, Functional Heads and stakeholders:

• Collaborate with business leaders to for HR related initiatives and activities.
• Effective partnership with business leaders and HR COEs towards alignment of business strategy and talent needs.
• Use data to measure success: learn, iterate, and improve; analyse trends and develop proactive actions to further support business objectives.

Talent Acquisition and Management:

• Partner with hiring managers to understand staffing needs and develop effective recruitment strategies to attract top talent.
• Provide guidance on job design, candidate selection, and interview processes to ensure a diverse and qualified candidate pool.
• Support onboarding initiatives to ensure new employees are integrated into the organization and aligned with its culture and values.
• Partners with functional leaders during entire Talent Acquisition process.

Employee Relations and Engagement:

• Act as a trusted advisor and advocate for employees, providing guidance and support on a range of HR issues, including performance management, conflict resolution, and career development.
• Foster a positive work environment and strong employee relations by promoting open communication, trust, and collaboration.
• Build a culture that values trust, engagement, innovation, leadership effectiveness and productivity.
• Develop and implement employee engagement initiatives, recognition programs, and feedback mechanisms to enhance employee satisfaction and retention.
• Additionally guide the Administration Team in HQ & Sales locations for an enhanced employee experience.
• Consult legal counsel to ensure that policies, actions comply to Statutory regulations by government / non-government bodies. Manage, Own and Maintain all communication and records required for Statutory compliances.

Performance Management:

• Provide coaching and support to managers on performance management processes, including goal setting, feedback, and performance evaluations.
• Conduct training sessions and workshops to build manager capabilities in providing effective feedback, coaching, and performance improvement.
• Analyze performance data and trends to identify opportunities for improvement and drive continuous performance excellence.

Learning and Development:

• Identify learning and development needs across the organization and develop training programs to build skills and competencies.
• Partner with training providers or develop in-house training materials to address specific learning objectives and developmental goals.
• Track training effectiveness and ROI, making adjustments as needed to ensure maximum impact and value.

HR Policy Implementation and Compliance:

• Implement HR policies, procedures, and practices that align with legal requirements, industry best practices, and organizational values.
• Partner with HR COEs to implement effective business-oriented solutions.
• Provide overall leadership and guidance to the HR function on talent acquisition, engagement, career development, succession planning, retention, training, leadership development, compensation, and benefits for the functions.
• Engage & work with key internal and external partners in a matrixed relationship for C&B, Staffing, HRSS and the business.
• Drive governance on critical human resource metrics such as retention, engagement & cost for a fast-paced business.
• Ensure compliance with relevant employment laws and regulations, conducting audits and assessments as needed to identify and mitigate risks.
• Provide guidance and support on HR policy interpretation and enforcement, ensuring consistency and fairness in decision-making.

Change Management and Organizational Development:

• Support organizational change initiatives by providing change management expertise, communication plans, and stakeholder engagement strategies.
• Lead the way in implementing change initiatives related to culture, performance, recognition and policies.
• Promote alignment and collaboration across the organization, driving synergy and perspective, demonstrate common process and consistent messaging.
• Partner with business leaders to assess organizational effectiveness, diagnose issues, and develop interventions to improve performance and agility.
• Foster a culture of innovation, continuous improvement, and learning, driving initiatives to enhance organizational capability and resilience.