Job Description

This role provides valuable insight, an independent perspective, and HR expertise to address business challenges. The individual in this position will collaborate with and advise business or function leaders to drive actions on emerging people-related matters.

• Business Understanding and Strategic Workforce Planning

• Gain a deep understanding of the business and its strategy. Facilitate Strategic Workforce Planning and develop hiring strategies to ensure the timely availability of resources essential for business success.

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• Workforce andOrganization Design

• Lead discussions on workforce and organization design changes, offering recommendations and inputs. Oversee the creation and updating of job descriptions, job evaluations, compensation benchmarking, and relevant Recognition & Rewards programs.

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• Performance Management Partnership

• Collaborate with leadership teams to enhance performance by:

• Guiding the creation of clear, meaningful KRAs and KPIs based on transparency, supporting a top-down KRA target-setting process aligned with business strategy.
• Enabling managers and employees to regularly review progress and determine next steps.
• Participating actively in performance appraisals-including self-assessments, manager ratings, and top management validations-to support final decisions followed by rewards and improvement measures.

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• Competence Development, Engagement, and Retention

• Co-facilitate key discussions around building competencies, employee development, engagement, and retention. Support the implementation of action plans derived from these discussions.

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• HR Integration and Compliance

• Work closely with business heads to support HR integration, people processes, and guidelines. Stay updated on legal requirements for overseas units and collaborate with external vendors as needed.

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• Talent Pipeline Development

• Assist the business in creating a diverse and strong talent pipeline to meet future organizational needs.

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• Compensation and Rewards Execution

• Implement compensation and related policies with clear guidelines on percentile positioning and promotion criteria.

• Facilitate the Total Reward Strategy aligned with individual, team, and company performance.
• Design and recommend adjustments to Sales Incentive Plans to drive high performance.
• Coordinate retention bonus proposals and manage Long-Term and Short-Term incentives based on business requirements.

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• Workforce Motivation and Best Practices

• Drive initiatives incorporating industry best practices to help line managers build, develop, engage, and retain a motivated, high-performing workforce.

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• New HireOnboarding

• Co-facilitate onboarding processes for new hires, including orientation on HR policies, processes, and systems, ensuring a smooth start. Assign buddies or mentors to support their integration into the company.

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• Exit Management

• Lead exit interviews to understand reasons behind employee departures, engage with management to explore retention opportunities, and analyze turnover drivers.

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• Employee Relations and Case Management

• Provide counseling and support to line managers in handling complex employee-related issues and resolving individual local HR concerns effectively.

Play a critical strategic HRBP role and be a trusted partner to the leadership.Work in close collaboration with the CHRO and business/function heads.
A successful candidate for this role should have:

• PG degree/ Diploma in HR/ Human Behavior Science/ relevant field
• Work experience of 13-18 yrs, in HRBP, in Engineering sector

The client offers Industrial Machinery Manufacturing solutions globally. Their business is spread across 80+ countries, with their manufacturing facility located in Bangalore.
Opportunity to work in a high-ownership role, drive strategic impact, and be a trusted partner to the leadership.

Skills Required