Manager HRBP

Air India Limited; Mumbai; On-site; INR 1,800,000 - 2,400,000; Full time

Job summary

Air India Limited is seeking a seasoned HR Business Partner to drive employee relations, talent management, and workforce planning within the Mumbai-based business unit.

The role focuses on engaging employees, enabling change, and partnering with leaders to implement HR policies that enhance performance and retention in a dynamic aviation environment.

Qualifications

• 5–7 years of experience in talent management, employee relations, and performance management.
• 7+ years of HR experience with a substantial portion in HR Business Partnering.
• A aviation sector experience is an added advantage.

Responsibilities

• Partner with the Lead – HRBP on priorities related to employee relations, talent management, engagement, and change management.
• Enhance employee engagement and support HR policy implementation to improve organizational effectiveness.
• Collaborate with business teams to understand needs and provide HR solutions.
• Drive workforce planning and talent development programs to ensure a skilled pipeline.
• Execute HR strategies using data analytics to improve productivity and meet budgets.
• Coordinate with local HR services to ensure compliance and risk mitigation.

Skills

HRBP partnering

Employee relations

Talent management

Performance management

Workforce planning

Job description

• Partner with the Lead –HRBP on priorities pertaining to employee relations, talent management, employee engagement, and change management
• Enhancing employee engagement and facilitating the implementation of HR policies that contribute to the efficient and effective functioning of business supported. By focusing on talent management, performance optimization, and employee satisfaction.

Key Accountabilities

Business Partnering

• Collaborate with the Lead – HRBP to execute strategic plans for effective internal stakeholder communications, engagement initiatives, and project strategies aligned with the company's vision and goals.
• Execute strategic plans for talent acquisition, retention, and development specific to the business supported to ensure alignment with organizational objectives.
• Work closely with the business teams to understand their business needs and provide HR solutions that support operational efficiency and effectiveness.
• Execution of HR strategies and tactics for the business supported, using data analytics to maximize workforce productivity and achieve budget targets.
• Implement workforce planning strategies to address current and future talent needs in the business supported.

Employee Relations and Engagement:

• Foster a positive employee relations environment within the business supported, assisting resolution of employee concerns, conflicts, and grievances.
• Develop and implement employee engagement initiatives to enhance the overall employee experience.

Talent Management

• Collaborate with Lead – HRBP to identify key talents, high-potential employees, and succession planning strategies.
• Implement talent development programs to ensure a continuous pipeline of skilled and engaged employees in the business supported.

Compliance and Policy Adherence:

• Ensure compliance with HR policies, procedures, and legal requirements within the business.
• Provide guidance to business leaders on HR-related compliance matters and best practices.

Employee Engagement Initiatives:

• Assist in driving engagement strategies and initiatives, supporting culture building within the business unit.
• Collaborate with managers to create a positive work environment where employees feel valued, supported, and motivated.

HR Service Delivery:

• Coordinate with local HR service delivery to ensure compliance, risk mitigation, and operational efficiency within the business unit.
• Facilitate HR communications and provide support for escalated employee inquiries, offering feedback on HR policies, processes, and programs to enhance overall effectiveness.

Performance Management:

• Assist in driving the Performance Management System (PMS) processes, ensuring adherence to timelines and handling grievances related to performance ratings.

Learning and Development:

• Collaborate with Learning & Development Teams to communicate business-specific training requirements and support people development across functions.

Change Management:

• Support organizational change initiatives, providing guidance and support to employees during transitions.
• Assist in implementing restructuring plans as needed to optimize organizational efficiency and effectiveness.

Educational and Experience Requirements

• 5-7 years of experience in talent management, employee relations, performance management, and workforce planning.
• 7+ years of experience in HR, with a substantial portion of that experience in HR Business Partnering.
• Experience in the aviation sector is an added advantage