Associate Director : HR Business Partner( Dahej site)_IC role

Navin Fluorine International; Dahej; On-site; INR 2,500,000 - 4,500,000; Full time

Job summary

Navin Fluorine International invites an Associate Director HR Business Partner to work at the Dahej plant in Gujarat. The role partners with Site HR Heads to implement HR strategies, drive workforce capability, and ensure execution of talent, learning, engagement, and HR processes.

Responsibilities include strategic partnering, talent management, capability development, workforce planning, engagement, and performance management, with collaboration across corporate COEs for HR initiatives and

Qualifications

• MBA or MSW in HR with 10+ years of progressive HR experience, preferably in manufacturing.
• Experience in plant HRBP partnering, workforce planning, talent processes and engagement.
• Exposure to capability development, learning interventions, succession planning and PM.

Responsibilities

• Partner with Site HR Head to align people strategy with business priorities.
• Identify high-potential employees and create development plans for critical talent.
• Design and implement capability-building programs and learning initiatives.
• Coordinate manpower planning, role mapping and deployment across functions.
• Drive employee engagement initiatives and retention at the plant.
• Support performance management processes, goal setting and reviews.
• Collaborate with Corporate COEs for deployment of HR programs and digital tools.
• Monitor workforce productivity and drive improvements through HR interventions.

Skills

Strategic HRBP

Talent Management

Learning & Development

Workforce Planning

Employee Engagement

Performance Management

Change Management

Stakeholder Management

Ownership & Accountability

Education

MBA/MSW in HR

Job description

1. Role Purpose

The Associate Director HR Business Partner will support the Site HR Heads in driving effective implementation of HR strategies and initiatives at the plant level. The role will partner with Site leadership team to address people priorities, enhance employee experience, build workforce capability, and ensure effective execution of talent, learning, engagement, and HR processes.

2. Key Responsibilities

A. Strategic HR Business Partnering

• Partner with the Site HR Head and site leadership team to align people strategy with business priorities and growth plans
• Provide HR support and insights to functional leaders on workforce planning, organization effectiveness, employee capability, and people-related challenges.
• Support the implementation of organization development and change management initiatives at the plant level to enable business continuity and operational excellence.
• Drive a culture of accountability, collaboration, continuous improvement, and high performance through effective execution of HR programs and employee engagement interventions

B. Talent Management & Succession Support

• Identify high-potential employees, and create development plans for critical talent.
• Drive talent assessment, career progression, and internal mobility initiatives to enhance employee retention and leadership pipeline development.
• Partner with business leaders to identify and nurture future leaders and critical technical talent.

C. Learning & Capability Development

• Partner closely with Corporate Talent Management and L&D teams to design and implement capability-building programs and people initiatives aligned with business requirements.
• Drive training interventions for employees, including technical, safety, multi-skilling, and supervisory development programs to enhance workforce capability and productivity.
• Measure training effectiveness and ensure capability-building initiatives translate into improved business outcomes.

D. Workforce Planning & Organization Capability

• Coordinate with Talent Acquisition teams for timely fulfilment of manpower requirements.
• Monitor manpower deployment, productivity indicators, and workforce utilization across functions.
• Support role mapping, manpower reviews, and restructuring initiatives led by the Site HR Head.

E. Employee Engagement & Retention

• Support execution of employee engagement initiatives and culture-building programs at the plant.
• Conduct employee connect activities, focus group discussions, skip levels and feedback sessions.
• Identify employee concerns and partner with relevant stakeholders for resolution.
• Support communication initiatives to improve employee awareness and engagement.
• Drive recognition and appreciation initiatives across employee categories

F. Performance Management Support

• Facilitate effective implementation of performance management processes at the plant.
• Support goal setting, mid-year reviews, annual appraisal cycles, and calibration processes.
• Ensure timely completion of performance management activities across functions.
• Support resp BU for Performance Enhancement program process.

G. HR Process Improvement & Digital HR Adoption

• Collaborate with Corporate HR Centres of Excellence (Talent Management, L&D, Talent Acquisition, HR Operations) for deployment of HR initiatives.
• Support adoption of HR digital tools and platforms among employees and managers.
• Support Site HR Head in implementation of organization-wide HR programs and initiatives.

3. Competency Requirements

• Strategic Thinking & Business Acumen
• Stakeholder Management & Influencing Skills
• Enterprise Mindset & Collaboration
• Innovation & Learning Agility
• Strong Communication skills
• Problem Solving & Decision Making
• Ability to Drive Adoption and change
• Ownership & Accountability
• Employee Centricity & Collaboration

4. Interfaces / Key Working Relationships

Internal – CHRO, Site Leadership & Functional Heads, Corp COEs and employees.

External - Training Partners & Consultants

5. Qualifications & Experience

• MBA / MSW in Human Resources with 10+ years of progressive HR experience, preferably in manufacturing environment.
• Demonstrated experience in Plant HR Business Partnering, workforce planning, talent processes, employee engagement, and HR program implementation.
• Strong exposure to capability development, learning interventions, succession planning, performance management, and organization effectiveness initiatives at Site.