Deputy Manager - HRBP & TA

Kia India; Sri Sathya Sai District; Presencial; INR 1 500 000 - 2 700 000; Tempo integral

Resumo da oferta

Kia India is seeking an experienced HR Business Partner – Plant & Talent Acquisition to drive strategic HR partnership at the manufacturing plant. The role blends HRBP duties with hands-on talent acquisition to ensure timely availability of skilled manpower.

The ideal candidate has 8–14 years of HR experience, strong analytics, and proven stakeholder management to partner with Plant leadership and functional heads. This role requires a proactive, data-driven approach.

Qualificações

• MBA/PGDM in HR from a reputed institute.
• 8–14 years of HR experience, preferably in automotive/manufacturing.
• Strong experience as Plant HRBP / Manufacturing HRBP.
• Hands-on experience in attrition analytics, retention, employee engagement, workforce planning and talent management.
• Exposure to Talent Acquisition for technical and managerial positions.
• Strong stakeholder management and communication skills.
• Ability to work with Plant Head, Functional Heads, line managers and shop-floor employees.

Responsabilidades

• Strategic Plant HRBP partnering to align HR with business and production needs.
• Drive workforce analytics, retention strategies and employee engagement initiatives.
• Oversee manpower planning, organization structure and productivity optimization.
• Lead end-to-end talent acquisition for plant positions and build talent pipelines.

Conhecimentos

Stakeholder management

Analytical thinking

People management

HR analytics

Formação académica

MBA/PGDM in HR

Descrição da oferta de emprego

Job Description HR Business Partner & Talent Acquisition

Position: HR Business Partner – Plant & Talent Acquisition
Function: Human Resources
Location: Manufacturing Plant
Experience: 8–14 Years
Role Mix: HRBP – 70% | Talent Acquisition – 30%
Reporting To: Head – Plant HR / HR Head

Role Purpose

Drive strategic HR partnership for the manufacturing plant by strengthening workforce effectiveness, employee engagement, retention and organizational capability, while managing critical talent acquisition requirements to ensure timely availability of skilled manpower.

Key Responsibilities

1. Strategic Plant HR Business Partnering – 70%

Workforce & Business Partnering

• Partner with Plant leadership and functional heads to align HR priorities with business and production requirements.
• Understand workforce challenges, productivity gaps, capability requirements and future manpower needs.
• Drive data-driven HR interventions based on workforce analytics, business requirements and employee insights.
• Support manpower planning, organization structure, manpower productivity and workforce optimization initiatives.

Attrition & Retention

• Monitor and analyze monthly attrition trends by function, grade, tenure, skill and employee segment.
• Identify key attrition drivers and develop function-specific retention action plans.
• Conduct exit analysis, stay interviews and retention reviews for critical talent and high-risk employee segments.
• Track effectiveness of retention initiatives and provide regular updates to Plant leadership.

Employee Connect & Engagement

• Drive structured employee connect programs, skip-level meetings and leadership connects.
• Conduct regular shop-floor interactions to understand employee concerns, workplace challenges and engagement levels.
• Drive employee engagement initiatives based on survey findings, employee feedback and business priorities.
• Strengthen communication and connect between employees, managers and Plant leadership.

Employee Relations & HR Policies

• Partner with business leaders to ensure effective implementation of HR policies, processes and people practices.
• Identify policy gaps based on employee/business requirements and recommend improvements.
• Support employee relations, grievance resolution and proactive issue management in coordination with relevant HR/IR teams.
• Ensure consistent and transparent application of HR policies across employee segments.

Strategic HR Initiatives

• Lead and implement strategic HR projects related to:
  • Workforce effectiveness & productivity
  • Retention and critical talent management
  • Internal mobility / IJP
  • Job rotation and career development
  • Critical skill mapping
  • Employee experience
  • Recognition & rewards
  • Leadership connects
  • Employee engagement
  • HR digitalization and analytics
• Establish project objectives, milestones, governance and measurable outcomes.

Talent & Capability Management

• Identify critical roles, skill gaps and talent risks within the plant.
• Partner with functional leaders on succession planning, career development and talent reviews.
• Support performance management, potential identification and development planning.
• Drive initiatives to improve internal talent mobility and career progression.

HR Analytics & Governance

• Develop and monitor HR dashboards covering attrition, manpower, absenteeism, hiring, engagement, retention and workforce productivity.
• Provide periodic insights and recommendations to Plant leadership.
• Establish action trackers and governance mechanisms for key HR initiatives.

2. Talent Acquisition – 30%

• Own recruitment for critical plant positions across technical, engineering, supervisory and managerial levels.
• Partner with business/function heads to understand manpower requirements and define hiring priorities.
• Drive end-to-end recruitment including sourcing, screening, interview coordination, selection and offer management.
• Build talent pipelines for critical and hard-to-hire manufacturing skills.
• Develop sourcing strategies through employee referrals, campuses, job portals, consultants, professional networks and other channels.
• Monitor recruitment metrics such as Time-to-Fill, Selection-to-Offer, Offer-to-Join and Hiring Quality.
• Partner with external recruitment agencies and evaluate sourcing effectiveness.
• Strengthen employer branding and candidate experience for plant hiring.
• Support manpower ramp-up, new projects and business expansion requirements through proactive talent planning.

Key Deliverables / KPIs

• Attrition & Retention
• Attrition %, regrettable attrition, critical talent retention
• Employee Connect
• Skip-level meetings, employee connects, action closure
• Engagement
• Engagement score, participation, action-plan closure
• Workforce Effectiveness
• Productivity, manpower optimization, workforce utilization
• Talent Management
• Critical role coverage, succession readiness, internal mobility
• HR Initiatives
• Project implementation, business impact, adoption
• Talent Acquisition
• Time-to-Fill, Selection-to-Offer, Offer-to-Join
• Hiring Quality
• Quality of hire, early attrition, hiring manager satisfaction
• Analytics
• HR dashboards, insights and action-oriented recommendations

Candidate Profile

• MBA/PGDM in HR / Human Resources from a reputed institution.
• 8–14 years of HR experience, preferably in an automotive/manufacturing environment.
• Strong experience as a Plant HRBP / Manufacturing HRBP.
• Hands-on experience in attrition analytics, retention, employee engagement, workforce planning and talent management.
• Exposure to Talent Acquisition for technical and managerial positions.
• Strong stakeholder management and communication skills.
• Ability to work closely with Plant Head, Functional Heads, line managers and shop-floor employees.
• Strong analytical and problem-solving orientation with the ability to convert HR data into business actions.

Ideal Role Profile

70% Strategic Plant HRBP + 30% Talent Acquisition

"Partner with Plant leadership to build a stable, engaged and future-ready workforce while ensuring timely acquisition of critical talent.