Manager and HRBP

Provide guidance to business leaders on HR-related compliance matters and best practices.

Employee Engagement Initiatives :

Assist in driving engagement strategies and initiatives, supporting culture building within the business unit.

Collaborate with managers to create a positive work environment where employees feel valued, supported, and motivated.

HR Service Delivery :

Coordinate with local HR service delivery to ensure compliance, risk mitigation, and operational efficiency within the business unit.

Facilitate HR communications and provide support for escalated employee inquiries, offering feedback on HR policies, processes, and programs to enhance overall effectiveness.

Performance Management :

Assist in driving the Performance Management System (PMS) processes, ensuring adherence to timelines and handling grievances related to performance ratings.

Learning and Development :

Collaborate with Learning & Development Teams to communicate business-specific training requirements and support people development across functions.

Change Management :

Support organizational change initiatives, providing guidance and support to employees during transitions.

Assist in implementing restructuring plans as needed to optimize organizational efficiency and effectiveness.

Any other additional responsibility could be assigned to the role holder from time to time as a standalone project or regular work. The same would be suitably represented in the Primary responsibilities and agreed between the incumbent, reporting officer and HR.

Skills/Qualities Required

Creativity in problem solving

Stakeholder Management

Analytical Thinking

Attention to detail

Regulatory Compliance

Business Understanding

Team Management

Strong Interpersonal skills

Key Performance Indicators

Employee Engagement Scores

Employee Retention rate

Talent Acquisition Metrics

Compliance Metrics

Average Response time to Grievance Redressal

Resolved/Unresolved Employee Concerns

Average Employee Tenure

Adherence to annual budget

Key Interfaces

Internal Interfaces

Business Leadership

Collaborate with business leaders to understand business goals and align HR strategies with operational objectives.

Provide HR support in workforce planning, talent management, and employee relations within the business supported.

Employees and Workforce

Support the workforce for respective businesses in handling any grievances pertaining to HR

Corporate HR Team

Collaborate with the broader HR team to ensure consistency in HR policies, practices, and programs across the organization.

Share insights and best practices with the corporate HR team and leverage central resources for HR initiatives.

External Interfaces

Labor Unions and Employee Representatives

Engagement with labor unions and employee representatives to address collective bargaining agreements, negotiate terms, and manage employee relations matters within the framework of labor regulations.

Educational and Experience Requirements

Minimum Education requirements

Masters/MBA/PGDM/PGP/PG degree/diploma in Personnel/Human Resource Management

Experience

Minimum

Desired

5-7 years of experience in talent management, employee relations, performance management, and workforce planning.

7+ years of experience in HR, with a substantial portion of that experience in HR Business Partnering.

Experience in the aviation sector is an added advantage