Human Resource Business Partner

Sumeet Ssg; Jalgaon, Pune District, Ahmednagar; On-site; INR 1,200,000 - 2,200,000; Full time

Job summary

Sumeet Ssg is seeking a dynamic Human Resources Business Partner (HRBP) to align HR initiatives with business objectives. The HRBP will collaborate with business leaders to drive workforce planning, talent management, employee engagement, performance management, and organizational effectiveness while ensuring compliance with policies and labor laws.

The role requires 5-10 years of progressive HR experience, including partnering with senior stakeholders.

Qualifications

• MBA/PGDM in HR or related field.
• Bachelor's degree in Business Administration / HR / Psychology or equivalent.
• 5-10 years of progressive HR experience including Business Partnering and working with senior stakeholders.

Responsibilities

• Strategic partnership with business leaders to align HR initiatives with goals.
• Drive workforce planning, talent management, and organizational effectiveness.
• Lead performance management, employee engagement and development initiatives.
• Oversee compensation, benefits, and policy guidance to ensure competitive practices.
• Analyze HR metrics and provide data-driven insights to leadership.

Education

MBA/PGDM in Human Resources, Personnel Management, or related field

Bachelor's degree in Business Administration, Human Resources, Psychology, or equivalent

Job description

Job Summary

We are seeking a dynamic and strategic Human Resources Business Partner (HRBP) to align HR initiatives and functions with business objectives. The HRBP will partner with business leaders to drive workforce planning, talent management, employee engagement, performance management, and organizational effectiveness while ensuring compliance with company policies and labor laws.

Key Responsibilities

Strategic Business Partnership

• Collaborate with business leaders to understand organizational goals and workforce requirements.
• Develop and implement HR strategies that support business growth and operational objectives.
• Serve as a trusted advisor to managers on all people-related matters.

Workforce Planning & Talent Acquisition

• Partner with department heads to forecast manpower requirements.
• Drive end-to-end recruitment activities to ensure timely closure of positions.
• Monitor recruitment metrics including hiring turnaround time, offer-to-join ratio, and quality of hire.
• Support succession planning and talent pipeline development.

Performance Management

• Facilitate goal setting, KPI/KRA alignment, and annual performance review processes.
• Coach managers on employee performance, feedback, and development plans.
• Drive performance improvement initiatives and talent reviews.

Employee Relations & Engagement

• Address employee concerns, grievances, and workplace conflicts.
• Foster a positive employee experience and inclusive work culture.
• Plan and execute employee engagement and retention initiatives.
• Conduct employee feedback sessions and engagement surveys.

Learning & Development

• Identify training and development needs across business units.
• Coordinate learning interventions and leadership development programs.
• Monitor training effectiveness and employee development outcomes.

Compensation & Benefits

• Support compensation reviews, salary benchmarking, promotions, and reward programs.
• Provide guidance on company benefits and compensation policies.
• Ensure equitable and competitive compensation practices.

HR Analytics & Reporting

• Analyze HR metrics including attrition, absenteeism, recruitment effectiveness, and employee productivity.
• Prepare dashboards and MIS reports for leadership review.
• Use data-driven insights to recommend HR interventions.

Compliance & Policy Management

• Ensure adherence to labor laws, statutory regulations, and company policies.
• Support audits, investigations, and compliance reviews.
• Assist in developing and updating HR policies and procedures.

Change Management & Organizational Development

• Support organizational restructuring and change initiatives.
• Facilitate communication and employee transition plans.
• Drive culture-building and organizational effectiveness programs.

Qualifications:

Education

• MBA/PGDM in Human Resources, Personnel Management, or related field.
• Bachelor's degree in Business Administration, Human Resources, Psychology, or equivalent.

Experience

• 5-10 years of progressive HR experience, including Business Partnering.
• Experience working with senior stakeholders and business leaders.
• Manufacturing, Logistics, Technology, or Corporate HRBP experience preferred.