HRBP-East

heromotocorp; Kolkata District; On-site; INR 900,000 - 1,300,000; Full time

Job summary

Hero MotoCorp is seeking an HR Business Partner for the East Zone to lead HR systems, structures, policies, and procedures across Talent Acquisition, Talent Management, Talent Development, and Employee Engagement.

The role aims to build a future-ready workforce, drive a high-performance culture, and deliver a frictionless employee experience to make Hero MotoCorp an employer of choice. You will collaborate with COEs and ensure governance across HR processes.

Qualifications

• MBA in HR, 2019-22 batch.
• 4–7 years of HRBP experience across Talent Management, Talent Acquisition and Performance Management.
• Extensive knowledge of HR policies, systems, and labor laws/regulations.
• Strong business acumen, analytical capabilities, and data-driven problem-solving skills.
• Proven experience in change management frameworks.
• Strong interpersonal, negotiation, and conflict management skills.
• Effective verbal and written communication abilities.

Responsibilities

• Lead the implementation of HR systems, structures, policies, and procedures across Talent Acquisition, Talent Management, Talent Development, and Employee Engagement.
• Build a future-ready workforce, drive a high-performance culture, and deliver a frictionless employee experience to make Hero MotoCorp an employer of choice.
• Drive organizational design, productivity, and cost-effectiveness in the East Zone.
• Collaborate with Centers of Excellence and Admin to ensure compliance under applicable regulations and internal governance.

Skills

HRBP experience

Talent management

Performance management

Data-driven

Communication

Change management

Education

MBA in HR

Job description

The HRBP acts as a key strategic enabler to the business across the East Zone. In this role, you will lead the implementation of HR systems, structures, policies, and procedures across Talent Acquisition, Talent Management, Talent Development, and Employee Engagement. Your core objective is to build a future-ready workforce, drive a high-performance culture, and deliver a frictionless employee experience to make our organization an employer of choice.

Key Areas of Responsibility:-

• Structure & Productivity: Implement organizational design frameworks to make the zone agile, productive, and cost-effective.
• Org Restructuring: Identify opportunities to increase organizational effectiveness through strategic org restructuring.
• Manpower Planning: Deploy and adhere to the Annual Manpower Plan for the financial year within project milestones and budgets.
• Framework Deployment: Implement the role-based organization framework and optimize talent sourcing mix and Turnaround Time (TAT) for position closures.
• Metrics: Track manpower costs as a percentage of revenue, managerial effectiveness scores, and productivity trends.

2. Talent Management & Development

• Critical Role & HiPo Identification: Identify critical roles within the zone and implement 9-box categorization to identify High Potentials (HiPos).
• Succession Planning: Build and deploy succession plans for critical roles, tracking ready-now and 2–3 year successor pipelines.
• Performance Management: Drive end-to-end performance management across the business, ensuring goal setting and appraisals adhere to timeline curves and budget guidelines.
• Talent Strategy: Maintain an optimal "Build vs. Buy" ratio and ensure HiPos participate in targeted development interventions.

3. Capability Building

• Competency Mapping: Map functional and leadership competencies aligned to unique organizational roles.
• Leadership Development: Implement multi-tiered leadership programs, including our flagship leadership initiative (Ignite 2.0).
• Learning & Development Execution: Execute Training Needs Identification (TNI) and deploy tailored interventions/Individual Development Plans (IDPs) aligned with business needs.
• Metrics: Monitor person-hours, program effectiveness scores for Ignite 2.0, and adhere strictly to training budgets.

4. Great Place to Work & Culture Building

• Culture & EVP: Deploy the Employee Value Proposition (EVP) and embed Hero Values across the business to foster agility, innovation, collaboration, and entrepreneurial skills.
• Employee Engagement: Conduct regular employee connect sessions and drive timely closure of actionable engagement agendas.
• DE&I Agenda: Drive and implement the Diversity, Equity & Inclusion (DE&I) agenda across all HR processes.

5. Operating Stakeholders & Network

• Internal Collaborations: Partner closely with Centers of Excellence (Talent Sourcing COE, Talent Management COE, Talent Development COE, Compensation & Benefits COE), Corporate Finance & Admin, Zonal Admin (for new joinees/interns/MTs/GETs induction), and Commercial Officers (to ensure compliance under the Shops & Establishment Act).
• External Partnerships: Work with external trainers/faculty for customized training programs and third-party vendors for employee engagement activities.

Candidate Qualifications & Skill Requirements

• Education: MBA in HR 2019-22 pass out batch.
• Experience: 4 to 7 years of experience in an HRBP role with exposure across Talent Management, Talent Acquisition, and Performance Management.
• Extensive knowledge of HR policies, systems, and labor laws/regulations.
• Strong business acumen, analytical capabilities, and data-driven problem-solving skills.
• Proven experience in change management frameworks.
• Strong interpersonal, negotiation, and conflict management skills.
• Effective verbal and written communication abilities.
• High level of objectivity, critical thinking, and operational agility