Immediate Hiring HR Business Partner - Casagrand Chennai

Job Title

HR Business Partner (HRBP)

Location

Chennai (or appropriate project / office location under Casagrand)

• Act as a strategic HR partner to business / project heads, aligning human-resources initiatives with the companies business objectives.
  
• Serve as the primary HR contact for business units/project zones supporting workforce planning, employee relations, HR policy implementation, talent management, and organizational culture for both corporate functions and project/sales teams.
  

Key Responsibilities

1. Business Partnership & Workforce Planning

• Work closely with business leaders (Sales, Projects, Site Operations, Corporate functions) to translate business plans into people plans (headcount, skill-sets, hiring, succession).
  
• Participate in periodic business reviews and planning meetings to align HR strategy with business needs.
  
• Forecast manpower requirements, manage workforce allocation across multiple sites/offices, and ensure staffing adequacy.
  

2. Talent Management, Performance Management & Leadership Development

• Manage talent lifecycle: collaborate with Talent Acquisition teams (or internal hiring) to fill needed roles; ensure smooth onboarding, probation/confirmation, transfers, and exits.
  
• Work with leaders to conduct performance reviews, manage performance cycles, identify high-performers, facilitate succession planning and career development.
  

3. Employee Relations, Engagement & Culture Building

• Serve as a point of contact for employee issues grievances, disciplinary matters, conflict resolution ensuring fair and consistent application of policies.
  
• Drive initiatives for employee engagement: recognition programs, team events, safety & quality campaigns (especially important for site/project staff), periodic check-ins, employee morale monitoring.
  
• Promote and maintain a positive organizational culture aligned with company values — acting as a “culture custodian”.
  

4. HR Operations & Compliance

• Ensure timely and accurate handling of HR operations for allocated units: attendance, leave & overtime tracking, payroll coordination (with HR Ops/Payroll teams), contract renewals, deputations, exits.
  
• Enforce implementation of HR policies: code of conduct, attendance/leave/travel policies, disciplinary procedures, incentive schemes, POSH (if applicable), and ensure statutory/legal compliance (labour laws, site-specific compliance where relevant).
  

5. HR Analytics, MIS & Reporting

• Maintain and manage HR dashboards for the business unit(s): manpower vs plan, vacancy ageing, joinings/exits, attrition & early attrition, attendance/leave/overtime, performance ratings distribution, training coverage, engagement metrics.
  
• Provide regular reports and insights to Business Heads and HR Leadership, enabling data-driven decisions and interventions.
  

6. Change Management & Special Projects

• Support organizational changes (e.g. new project launches, opening of new sales offices, restructuring) through proper HR planning and execution.
  
• Lead or assist in special HR initiatives such as employer branding for hiring, EVP (Employee Value Proposition) building for site/sales staff, incentive plan design, policy updates or roll-outs (new processes, HRMS/PMS, etc.).
  

Desired Candidate Profile

Education & Experience

• MBA / PGDM in Human Resources, Labour Relations, or equivalent preferred.
  
• Typically 6–10 years of overall HR experience, with at least 3–5 years in HRBP / HR Generalist / strategic HR role; experience in real-estate / construction / multi-site / project-based organization is a strong advantage.
  

Skills & Competencies

• Strong business acumen: ability to understand real-estate/business operations (sales, project execution, site work) and link people strategy accordingly.
  
• Excellent stakeholder management and influencing skills (senior leaders, project heads, site managers, staff).
  
• Effective conflict resolution, counselling, and employee-relations capability.
  
• Good numerical and analytical ability — comfortable creating and interpreting HR dashboards, MIS, metrics.
  
• Good communication skills (verbal & written), integrity, sense of ownership, and ability to work under pressure in a dynamic, fast-moving, field-driven environment.