HR Partner

Air India Express; Gurugram District; On-site; INR 2,500,000 - 3,800,000; Full time

Job summary

Air India Express is seeking an HR Partner to anchor HR delivery for non-flying functions across stations. You will drive people strategy, employee experience, compliance, and governance in a fast-paced aviation environment.

The role focuses on end-to-end lifecycle ownership, strategic partnering with Ops leaders, and managing complex employee matters with a high ownership mindset.

Qualifications

• MBA/PGDM in HR with prior HR Business Partnering experience
• Strong exposure to Employee Relations, Disciplinary frameworks and audits
• Data-driven thinking and problem solving; ability to influence and drive decisions

Responsibilities

• Strategic HR Business Partnering with operations and stations
• Own end-to-end employee lifecycle including hiring, deployment, performance, retention and exit
• Lead grievance handling, investigations and industrial relations across locations
• Ensure HR compliance, audits, governance and adherence to DGCA/aviation guidelines
• Drive employee experience, engagement and EVP on ground
• Collaborate with HR COEs and cross-functional teams to align HR strategy with operations

Skills

HRBP

Stakeholder management

People analytics

Leadership coaching

Employee engagement

Education

MBA/PGDM in HR

Job description

Air India Express is hiring for the role of HR Partner, full time role.

Role- HR Partner

Reporting- HR Business Partner (Non-Flying)

IC Role

Role Purpose

Act as a Partner and operational anchor for Non-flying functions, handling ~750–1000 employees, driving people strategy, employee experience, compliance excellence, and operational HR governance across stations.

This role will act as the “eyes and ears” of the organization, ensuring real-time pulse sensing while owning end-to-end HR delivery, Gold standard people processes, Compliance, Audits, and Complex people matters in a high-paced, operational environment.

Key Responsibilities

1. Strategic HR Business Partnering

• Partner with employees to translate business priorities into actionable HR strategies
• Drive manpower planning, workforce optimization, and productivity improvement
• Act as a trusted advisor to Managers / Ops. Leaders on all people-related matters
• Enable a high-performance culture through performance management, goal alignment, and leadership coaching
• Facilitate organizational effectiveness, restructuring, and span-of-control optimization
• Own eNPS outcomes and cultural alignment, driving initiatives inline to organization values to strengthen employee advocacy, engagement, and values-led behaviors across locations

2. Employee Lifecycle Management (End-to-End Ownership)

• Own the end-to-end lifecycle, ensuring strong HR oversight from hiring (as a quality gatekeeper), deployment, performance cycles, growth, retention, and exit
• Ensure seamless and standardized HR process execution across all stations
• Drive consistent policy interpretation and application across geographies

3. Grievance Management, Discipline & Investigations

• Lead disciplinary frameworks, misconduct handling, and closure of cases with documented outcomes
• Conduct/coordinate investigations, fact-finding, and recommendation reports
• Handle grievances and escalations with sensitivity and fairness
• Ensure strong industrial relations climate across locations

4. Compliance, Audits & Governance (Core Anchor Responsibility)

• Act as single point of accountability for HR compliance at stations
• Ensure adherence to:
• DGCA & aviation guidelines (where applicable)
• Internal policies & SOPs
• Lead internal/external audits, vigilance queries, and compliance reviews
• Maintain audit-ready documentation and HR repositories
• Drive closure of audit observations within defined timelines
• Manage risk areas proactively, including regulatory, disciplinary, and operational compliance

5. Managing Complexities & High-Intensity Operations

• Drive decision-making in ambiguous and sensitive cases
• Balance business continuity with employee experience and compliance

6. Employee Experience & Engagement

• Actively sense, listen, and respond to employee pulse
• Drive engagement initiatives across stations
• Strengthen Employee Value Proposition (EVP) on ground
• Improve retention, morale, and productivity

7. Stakeholder & Cross-functional Collaboration

• Partner with HR COEs (TA, L&D, Rewards, ER, Payroll) for seamless delivery
• Work closely with Operations, Security, Engineering, Finance, Legal
• Ensure alignment between corporate HR strategy and station-level execution

Use analytics to track:

• Attrition trends
• Productivity metrics (merit demerit)
• Build dashboards (including RAG views) for leadership visibility
• Strong HR governance across Locations
• Reduced employee grievances and faster closure timelines
• Improved retention and engagement scores
• Span of Control Employee base: 750–1000

Qualifications

• MBA / PGDM in HR with Previous experience in HR Business Partnering Role (preferably in aviation / operations / large workforce environments)

Strong exposure to:

• Employee Relations & Disciplinary frameworks
• HR Compliance & Audits
• Business Partnering in operations-heavy environments
• Strong stakeholder management & influencing skills
• High ownership and decision-making ability
• Ability to manage ambiguity and pressure
• Strong understanding of labour laws & compliance
• Data-driven thinking and problem solving
• Operational agility and on-ground orientation