Team Member - Business Partner Enablement

Birla Carbon; Mumbai; On-site; INR 800,000 - 1,100,000; Full time

Job summary

Aditya Birla Group seeks a Team Member - Business Partner Enablement to drive talent governance, engagement, and early talent initiatives across the Paints organization in Mumbai. The role focuses on designing frameworks for succession, performance, and leadership development, while enabling ZHRBPs to deliver impactful people interventions.

The position emphasizes collaboration with field zones to strengthen employee experience, measure engagement outcomes, and build frontline EVP strategies to

Qualifications

• Talent management frameworks design and implementation.
• Employee engagement framework development and governance.
• Early talent programs design and deployment.
• Leadership capability development and succession readiness.

Responsibilities

• Design and drive diversity initiatives aligned to field workforce realities.
• Partner with zones to improve representation and inclusion outcomes.
• Govern initiatives across diverse hiring and onboarding support.
• Drive communication and activation of Ways of Working and ABG Values.
• Partner with business leaders and ZHRBPs to embed culture into everyday practices.

Job description

At the Aditya Birla Group, our Corporate Vision is aligned and intricately woven with our People Vision.

Team Member - Business Partner Enablement

Location : India Maharashtra Mumbai Paints office

Organization : Paints

Job Description:

Job Purpose: Drive the design, governance, and continuous improvement of the Field Organization's talent, engagement, culture, diversity, and early talent agenda while enabling ZHRBPs to deliver impactful people interventions across zones

KRAs:

1. Talent, Performance & Capability Development

• Design and standardize key talent management frameworks, including:
  • Succession Planning
  • Talent Identification & Reviews
  • Performance Calibration
• Facilitate and govern talent review cadences across zones.
• Ensure consistency and effectiveness of performance management practices.
• Identify capability gaps and build interventions to strengthen leadership and employee effectiveness.
• Partner with ZHRBPs to drive talent outcomes and succession readiness.

2. Employee Experience & Engagement

• Design and govern the annual employee engagement framework for the Field Organization.
• Develop toolkits and playbooks for ZHRBPs covering:
  • Recognition programs
  • Employee listening forums
• Analyze VIBES results and identify enterprise-wide and zone-specific priorities.
• Partner with ZHRBPs to design and track action plans arising from employee feedback.
• Measure effectiveness and business impact of engagement interventions.

3. Early Talent & Employer Brand

• Partner with TA to design and govern Management Trainee programs (SPARK, VERVE, etc.).
• Establish assessment, deployment, and development frameworks for trainees.
• Track Quality of Hire, performance, productivity, and retention outcomes.
• Build and strengthen the frontline Employee Value Proposition (EVP).
• Support employer branding initiatives across campuses and early career talent channels.

Key Responsibilities

• Design and drive diversity initiatives aligned to field workforce realities.
• Partner with zones to improve representation and inclusion outcomes.
• Govern initiatives across:
  • Diverse hiring
  • Onboarding support
• Drive communication and activation of:
  • Ways of Working
  • ABG Values
• Partner with business leaders and ZHRBPs to embed culture into everyday practices.

5. HRBP Capability & Enablement

• Define HRBP capability standards.
• Develop HRBP toolkits, playbooks, and learning interventions.
• Build capability in talent management, engagement, workforce planning, and business partnering.
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