Site HR Head

Tapi; Gajraula; On-site; INR 900,000 - 1,300,000; Full time

Job summary

Tapi in Uttar Pradesh seeks a Senior HR Business Partner to champion global HR strategy for the site, oversee HR systems and policies across the employee lifecycle, and act as a strategic partner to the site leadership.

You will lead workforce planning, talent management, capability development, and employee relations, ensuring implementation of HR processes, change initiatives, and a culture of equal opportunity.

Qualifications

• Experience partnering with site leadership to drive HR strategy.
• Change management and organization transformation capabilities.
• Talent development and capability building.

Responsibilities

• Champion HR focus areas for the site aligned with corporate strategy.
• Oversee HR processes across employee lifecycle and onboarding.
• Drive workforce planning and cost management in line with budgets.

Job description

Objective of Role:

Championing the global HR strategy for the site pertaining to all HR systems/policies pertaining to the employee lifecycle and oversee smooth implementation. Liaise strategically with the site leadership team to understand the needs of the organization and deliver value through strategic business partnership. Champion organizational transformation while balancing the requirements from all stakeholders at the site and anchoring the journey and a change agent through prudent and pragmatic means to ensure achievement of organizational objectives. Ensure strategic talent development across the site to future-proof the business in alignment with organizational vision and requisite skill sets. Champion the cause of employees and act as the voice of reason and rationale for management while balancing the organizational values and culture.

Key Responsibilities

Business HR Partnership:

Championing the key focus areas of HR for the site in line with the overall organizational HR strategy. Liaise with the site leadership team, function heads, cross-functional teams and HR partners to sponsor the HR focus areas for the site and provide partnership to people related processes that align with future business needs. Ensure awareness and tracking of emerging requirements related to people and HR processes that align with future growth aspirations of the business. Influence CoEs to plan and execute timely interventions to resolve outstanding issues and business requirements. Provide leadership in effectively operationalizing all HR processes and systems that impact the employee lifecycle. Design and implement change management initiatives in alignment with the business to achieve organizational goals. Create and maintain an environment of equal employment opportunity, diversity and competitive advantage in support of the company's diversity and inclusion strategic plan.

Workforce Planning and Cost Management:

Design and review the workforce plan for the talent pipeline requirements in line with the business strategy. Allocate the overall budget and track the allocation across various interventions and ensure adherence to the planned budget. Understand the talent needs of the business and plan the talent pipeline accordingly by overseeing all recruitment processes for emerging talent requirements for current and future roles; ensuring that the plan optimizes manpower costs. Identify and interact with sourcing channels to provide an understanding of position profiles and related skill requirements, particularly for critical roles. Review inputs on interviews for senior level positions and approve final recommendations and offers. Oversee the process of on-boarding and induction of new employees to enable a standard induction process.

Talent Management:

Provide expertise and support in the design, development and implementation of the site talent review processes required to achieve business goals and results in the creation of an internal bench of top talent. Drive execution of talent processes to ensure continuous identification and development of key talent in line with overall organizational strategy. Oversee the preparation and adherence of action plans related to identification of critical talent and mitigation of associated risks.

Capability Development:

Drive training and development processes to ensure that technical and functional skill development needs are adequately met - including programs to build specialized capability in specialist and critical roles. Ideate and develop manager led developmental interventions for the site to enable a highly capable and ready-to-future talent pool. Support the site leadership in embedding the agile and high performing culture based on "70:20:10 Principle". Provide coaching and leadership to nurture the internal team as well as the business leaders to build a high-performance culture. Participate in reviews to understand needs in terms of capabilities and existing gaps. Design & participate in execution of site-specific training programs to suit business needs and ensure implementation of planned training programs. Ensure regular and continuous upskilling of the HR team (technical & behavioral).

Employee & Industrial Relations:

Champion the site ER + IR strategy & framework through consultations with business to enable a productive and disciplined environment and maintain harmonious industrial relations in line with the overall strategy. Provide all necessary ER + IR support to the site, periodically assess the ER+IR health, and deploy appropriate actions. Collaborate with Site Leadership to deploy appropriate management measures to proactively eliminate industrial relations challenges and establish methodology for proceeding/handling related issues. Assist in establishing the methodology for proceeding/handling disciplinary issues as well as grievance redressal mechanisms. Oversee management of legal issues in conjunction with the legal team to appropriate clo