HR Business Partner

Our Manufacturing client is looking for a HRBP. The HR Business Partner (HRBP) plays a crucial role in aligning business objectives with employees and management within the manufacturing sector. The HRBP serves as a consultant to management on human resource-related issues, acts as a change agent, and focuses on organizational and employee development, workforce planning, and creating a positive workplace culture that drives operational excellence.

Salary : Market-related CTC

Position Type : Permanent

Office based only

Start Date : ASAP

Industry : Manufacturing / Engineering

Minimum Requirements :

1. Bachelors degree in Human Resources, Business Administration, or related field; Masters degree or HR-related certification (e.g., SHRM-SCP, PHR) preferred.
2. 3-5 years of progressive HR experience, with a focus on partnering with business leaders in an engineering / manufacturing environment.
3. 3-5+ years as HRBP within the engineering / manufacturing industry.
4. Proven experience in talent management, employee relations, and performance management processes.
5. Strong understanding of financial services, workforce dynamics, and industry regulations.
6. Excellent communication, interpersonal, and negotiation skills.
7. Strong analytical skills with the ability to interpret data and metrics for decision-making.
8. Ability to build relationships and influence stakeholders at all levels of the organization.

Key Responsibilities :

1. Strategic Support : Partner with manufacturing leadership teams to develop and execute HR strategies that support business goals and objectives.
2. Analyse workforce trends and metrics to identify opportunities for improvement and proactively address potential issues related to talent management, retention, and engagement.
3. Talent Management : Oversee talent acquisition strategies to attract and retain top investment talent, including workforce planning and succession planning.
4. Collaborate with hiring managers to create job descriptions, screen candidates, and facilitate interviews.
5. Employee Relations : Act as a trusted advisor to employees and management on human resource-related matters, facilitating conflict resolution and promoting a positive work environment.
6. Address employee concerns, investigate grievances, and implement resolution strategies to foster healthy employee relations.
7. Performance Management : Implement performance management systems that align with business objectives and enhance employee development.
8. Support managers in coaching, feedback, and performance evaluation processes to drive employee engagement and performance.
9. Training and Development : Identify training needs and implement targeted development programs to enhance employee skills and capabilities within the manufacturing sector.
10. Promote a culture of continuous learning and improvement through workshops, on-the-job training, and leadership development initiatives.
11. Compliance and Policies : Ensure compliance with labor laws, regulations, and company policies related to employment practices, employee safety, and workplace conduct.
12. Update and maintain HR policies and procedures to reflect industry best practices and legal requirements.