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JOB OVERVIEW:
Strategically align HR efforts to specific functional needs, including organization assessment and design, team effectiveness, addressing people issues, and identifying trends that contribute to the growth and competitiveness of the functions by partnering across various HR communities of excellence like Talent Acquisition, Learning & Development, Talent Management, and Total Rewards.
KEY STAKEHOLDERS: INTERNAL:
Employees, Corporate Function Heads, HR CMoEs
KEY STAKEHOLDERS: EXTERNAL:
Candidates, Vendors, Consulting Firms
Reporting Structure
The role reports to Global Head Total Rewards & AVP – Human Resources
Experience
- 3 to 7 years of work experience in Human Resources Business Partnering for Corporate
- Must have worked closely with Senior Business Stakeholders including Vice Presidents and CXOs to align them and deliver HR Strategy
Skills And Competencies
- Analytical Skills
- Decision making
- Excellence Senior Stakeholder Management
- Strong communication skills, building a strong working relationship with all stakeholders, and the ability to influence fact-based and logical conclusions
- Demonstrate high levels of Ownership & Accountability
- Ability to organize their work, plan well and prioritize based on impact on work
- Action-oriented and results-driven
Key Roles & Responsibilities
Workforce Planning
- Participate in workforce planning & budgeting exercise for the assigned domain with focus on productivity and optimum utilization of employees
Talent Acquisition
- Partner with the central Talent Acquisition team to attract and engage diverse talent for meeting the hiring requirements of the different functions
- Manage and report key metrics such as TAT and Quality of Hire
Learning and Development
- Lead the annual learning needs identification exercise and execute capability development interventions for employees in line with business and individual needs
- Partner with learning team to create and implement plans for functional academies
- Monitor and influence participation in Group learning and development programs
Talent Management
- Talent review, identification, competency assessment, closure on feedback and creation of individual development plans
- Support in building the talent pipeline for critical positions by developing robust career & succession planning mechanisms, retention of key talent
Performance Management
- Drive the goal setting and performance management process for the employees. Manage end to end year end assessment cycle with implementation of increments, promotions and performance pay plans
- Benchmarking of compensation, pay mix and benefits to provide a competitive total rewards offering to employees
Communication and Engagement
- Drive and sustain engagement across functions through various HR programs and initiatives such as but not limited to bi-annual engagement survey roll out and action planning, rewards and recognition, town hall, employee connect sessions, communication meets and one on one check ins
- Connect with key stakeholders to understand people needs and provide desired support , proactively sense and address employee grievances/concerns etc
Continuous improvement
- Participate in continuous improvement projects
- Carry out benchmark surveys to map best HR practices / processes across industries and interact with senior stakeholders to incorporate those in current HR Systems, as appropriate
- Partner with Senior HR stakeholders to implement organization wide HR change initiatives and partner with Business leaders to drive the same across the organization.
Responsibilities
Workforce Planning
- Participate in workforce planning & budgeting exercise for the assigned domain with focus on productivity and optimum utilization of employees
Talent Acquisition
- Partner with the central Talent Acquisition team to attract and engage diverse talent for meeting the hiring requirements of the different functions
- Manage and report key metrics such as TAT and Quality of Hire
Learning and Development
- Lead the annual learning needs identification exercise and execute capability development interventions for employees in line with business and individual needs
- Partner with learning team to create and implement plans for functional academies
- Monitor and influence participation in Group learning and development programs
Talent Management
- Talent review, identification, competency assessment, closure on feedback and creation of individual development plans
- Support in building the talent pipeline for critical positions by developing robust career & succession planning mechanisms, retention of key talent
Performance Management
- Drive the goal setting and performance management process for the employees. Manage end to end year end assessment cycle with implementation of increments, promotions and performance pay plans
- Benchmarking of compensation, pay mix and benefits to provide a competitive total rewards offering to employees
Communication and Engagement
- Drive and sustain engagement across functions through various HR programs and initiatives such as but not limited to bi-annual engagement survey roll out and action planning, rewards and recognition, town hall, employee connect sessions, communication meets and one on one check ins
- Connect with key stakeholders to understand people needs and provide desired support , proactively sense and address employee grievances/concerns etc
Continuous improvement
- Participate in continuous improvement projects
- Carry out benchmark surveys to map best HR practices / processes across industries and interact with senior stakeholders to incorporate those in current HR Systems, as appropriate
- Partner with Senior HR stakeholders to implement organization wide HR change initiatives and partner with Business leaders to drive the same across the organization.
Qualifications
Post-graduate degree/ MBA in Human Resources from a Premier B-School
About Us
In the three decades of its existence, Piramal Group has pursued a twin strategy of both organic and inorganic growth.Driven by its core values, Piramal Group steadfastly pursues inclusive growth, while adhering to ethical and values-driven practices.
Equal employment opportunity
Piramal Group is proud to be an Equal Employment Opportunity and Affirmative Action employer. We do not discriminate based upon race, ethnicity, religion, color, national origin, gender (including pregnancy, childbirth, or related medical conditions), sexual orientation, gender identity, gender expression, age, status as a protected veteran, status as an individual with a disability, genetics, or other applicable legally protected characteristics.We base our employment decisions on merit considering qualifications, skills, performance, and achievements. We endeavor to ensure that all applicants and employees receive equal opportunity in personnel matters, including recruitment, selection, training, placement, promotion, demotion, compensation and benefits, transfers, terminations, and working conditions, including reasonable accommodation for qualified individuals with disabilities as well as individuals with needs related to their religious observance or practice.
About The Team
Piramal Pharma Limited (PPL) offers a portfolio of differentiated products and services through end-to-end manufacturing capabilities across 15 global facilities and a global distribution network in over 100 countries. PPL includes Piramal Pharma Solutions (PPS), an integrated Contract Development and Manufacturing Organization; Piramal Critical Care (PCC), a Complex Hospital Generics business, and the India Consumer Healthcare business selling over-the-counter products.PPS offers end-to-end development and manufacturing solutions through a globally integrated network of facilities across the drug life cycle to innovators and generic companies. PCC’s complex hospital product portfolio includes inhalation anaesthetics, intrathecal therapies for spasticity and pain management, injectable pain and anaesthetics, injectable anti-infectives, and other therapies. The Indian Consumer Healthcare business is among the leading players in India in the self-care space, with established brands in the Indian consumer healthcare market. In addition, PPL has a joint venture with Allergan, a leader in ophthalmology in the Indian formulations market. In October 2020, the company received a growth equity investment from the Carlyle Group.Job Info
- Job Identification 9321
- Job Category Human Resources
- Posting Date 08/11/2025, 10:22 AM
- Job Schedule Full time
- Locations Project : Piramal Agastya, PRL Agastya Pvt Ltd., LBS Marg, Kamani Junction,, Mumbai, Maharashtra, 400070, IN
