Senior Manager/Manager - HRBP

Avighna India; Mumbai; On-site; INR 1,200,000 - 1,800,000; Full time

Job summary

Avighna India in Mumbai is seeking a Strategic HR Business Partner to collaborate with business leaders and HODs, translating priorities into HR strategies and building strong organizational capability. The role covers workforce planning, performance management, and culture building.

You will drive employee relations, learning initiatives and talent development, while partnering with managers to address performance gaps, succession planning and engagement across the organization.

Responsibilities

• Partner with business leaders and HODs to understand business priorities and translate them into effective HR strategies.
• Drive organizational design, workforce planning, role clarity and change management initiatives.
• Provide guidance to stakeholders on people‑related matters, including performance, employee relations, talent management and organizational effectiveness.
• Proactively identify people‑related challenges and recommend solutions aligned with business requirements.
• Drive HR initiatives that strengthen ownership, accountability and organizational culture.
• Build strong working relationships with senior leadership, HODs and employees across functions.
• Act as the primary HR point of contact for assigned business functions, ensuring timely resolution of people‑related matters.
• Work closely with stakeholders to understand departmental challenges, manpower requirements and organizational priorities.
• Facilitate discussions and provide HR advisory support to managers on employee‑related decisions.
• Manage employee relations matters, including grievances, conflict resolution, disciplinary issues and employee concerns.
• Ensure fair and consistent handling of employee matters in accordance with company policies and applicable labour laws.
• Maintain regular connect with employees to understand workplace concerns and proactively address issues.
• Foster a positive and transparent work environment through effective communication and employee support.
• Drive the end‑to‑end performance management process, including goal setting, mid‑year reviews, annual appraisals and performance discussions.
• Partner with HODs to ensure effective KRA/KPI setting, performance evaluation and identification of development needs.
• Support managers in addressing performance gaps through appropriate interventions and development plans.
• Identify critical talent and support succession planning, career development and retention initiatives.
• Plan and execute employee engagement activities and initiatives to enhance employee experience, motivation and retention.
• Drive employee connect initiatives, feedback mechanisms and culture‑building interventions.
• Identify engagement gaps and work with stakeholders to implement corrective actions.
• Support the planning and execution of HR initiatives, celebrations, recognition programmes and employee wellness activities.
• Identify training and development needs in consultation with HODs and business stakeholders.
• Plan and coordinate learning interventions to enhance employee capabilities and functional effectiveness.
• Drive leadership development, behavioural training and capability‑building initiatives.
• Evaluate training effectiveness and track the impact of learning interventions.
• Support recruitment requirements for assigned business functions, ensuring timely closure of critical positions.
• Partner with Talent Acquisition to define role requirements, evaluate candidates and ensure alignment with business needs and organizational culture.
• Participate in manpower planning and monitor recruitment requirements against approved budgets.
• Support hiring for critical and leadership positions, wherever required.
• Monitor and analyse HR metrics, including attrition, employee engagement, manpower, performance and training effectiveness.
• Prepare periodic HR reports and dashboards, highlighting key trends, challenges and action areas.
• Provide data‑driven insights to business leaders to support people‑related decision‑making.
• Track the effectiveness of HR interventions and ensure timely implementation of action plans.

Job description

Role & responsibilities

1. Strategic HR Business Partnership

• Partner with business leaders and HODs to understand business priorities and translate them into effective HR strategies.
• Drive organizational design, workforce planning, role clarity and change management initiatives.
• Provide guidance to stakeholders on people‑related matters, including performance, employee relations, talent management and organizational effectiveness.
• Proactively identify people‑related challenges and recommend solutions aligned with business requirements.
• Drive HR initiatives that strengthen ownership, accountability and organizational culture.

2. Stakeholder Management

• Build strong working relationships with senior leadership, HODs and employees across functions.
• Act as the primary HR point of contact for assigned business functions, ensuring timely resolution of people‑related matters.
• Work closely with stakeholders to understand departmental challenges, manpower requirements and organizational priorities.
• Facilitate discussions and provide HR advisory support to managers on employee‑related decisions.

3. Employee Relations & Grievance Handling

• Manage employee relations matters, including grievances, conflict resolution, disciplinary issues and employee concerns.
• Ensure fair and consistent handling of employee matters in accordance with company policies and applicable labour laws.
• Maintain regular connect with employees to understand workplace concerns and proactively address issues.
• Foster a positive and transparent work environment through effective communication and employee support.

4. Performance Management & Talent Development

• Drive the end‑to‑end performance management process, including goal setting, mid‑year reviews, annual appraisals and performance discussions.
• Partner with HODs to ensure effective KRA/KPI setting, performance evaluation and identification of development needs.
• Support managers in addressing performance gaps through appropriate interventions and development plans.
• Identify critical talent and support succession planning, career development and retention initiatives.

5. Employee Engagement & Culture Building

• Plan and execute employee engagement activities and initiatives to enhance employee experience, motivation and retention.
• Drive employee connect initiatives, feedback mechanisms and culture‑building interventions.
• Identify engagement gaps and work with stakeholders to implement corrective actions.
• Support the planning and execution of HR initiatives, celebrations, recognition programmes and employee wellness activities.

6. Learning & Development

• Identify training and development needs in consultation with HODs and business stakeholders.
• Plan and coordinate learning interventions to enhance employee capabilities and functional effectiveness.
• Drive leadership development, behavioural training and capability‑building initiatives.
• Evaluate training effectiveness and track the impact of learning interventions.

7. Talent Acquisition & Workforce Planning

• Support recruitment requirements for assigned business functions, ensuring timely closure of critical positions.
• Partner with Talent Acquisition to define role requirements, evaluate candidates and ensure alignment with business needs and organizational culture.
• Participate in manpower planning and monitor recruitment requirements against approved budgets.
• Support hiring for critical and leadership positions, wherever required.

8. HR Analytics & Reporting

• Monitor and analyse HR metrics, including attrition, employee engagement, manpower, performance and training effectiveness.
• Prepare periodic HR reports and dashboards, highlighting key trends, challenges and action areas.
• Provide data‑driven insights to business leaders to support people‑related decision‑making.
• Track the effectiveness of HR interventions and ensure timely implementation of action plans.