Senior HR Business Partner Leader

Role Objective :

To act as a strategic partner to business and functional leaders by aligning people strategy with organizational goals. The HRBP will drive workforce effectiveness, implement system-driven HR processes, leverage analytics for decision-making, and support productivity and performance-linked programs to build a high-performing culture across the manufacturing operations.

Key Responsibilities :

1. Strategic & Business Partnership

Collaborate with business and functional leaders to design and execute people strategies aligned with short- and long-term business objectives.

Serve as a strategic advisor on organizational design, manpower planning, and talent optimization.

Participate in strategic reviews and contribute to business planning discussions with HR insights and data trends.

2. Talent Management & Capability Building

Lead manpower planning, recruitment, and onboarding aligned to business expansion and production goals.

Drive talent review, succession planning, and leadership development initiatives.

Partner with functional heads to identify critical skill gaps and create focused learning interventions.

3. Performance Management & Incentive Programs

Implement and monitor Performance Linked Incentive (PLI) and Productivity Linked Incentive programs to ensure alignment between employee performance and organizational outcomes.

Track, analyze, and report PLI / Performance metrics through HR dashboards and business reviews.

Ensure fair, transparent, and data-driven performance evaluation processes across departments.

Support HODs and managers in goal-setting, KPI alignment, and appraisal moderation.

4. HR Systems & Analytics

Leverage HRMS, analytics, and dashboards to provide insights on attrition, productivity, absenteeism, and manpower cost.

Implement automation and digital HR processes for improved efficiency.

Prepare monthly and quarterly HR reports to support leadership decision-making.

5. Employee Engagement & Culture Building

Foster a culture of ownership, innovation, and continuous improvement.

Design and implement engagement programs tailored to manufacturing workforce dynamics.

Build trust and collaboration through open communication and proactive issue resolution.

6. Policy Implementation & Compliance

Ensure consistent implementation of HR policies, procedures, and legal compliance.

Partner with cross-functional teams to drive standardization of HR practices across plants and business units.

7. Competency Mapping and Matrix :

Establish and maintain a competency mapping and matrix framework to align role requirements with employee capabilities. Identify core, functional, and leadership competencies, ensuring continuous development and readiness for current and future business needs. This framework will also support performance evaluation, succession planning, and targeted learning interventions for continuous talent development.

Key Skills & Competencies :

Strong analytical and data-driven decision-making skills.

Deep understanding of manufacturing / metal industry and shop-floor HR operations.

Proven exposure to PLI / Performance Linked Incentive systems.

Strong HRMS and digital HR process knowledge (SAP / SuccessFactors / similar systems).

Excellent stakeholder management, communication, and influencing skills.

Strategic mindset with strong execution capabilities.

Qualification & Experience :

MBA / PGDM in Human Resources from a reputed institute.

8–12 years of progressive HR experience, including at least 3–5 years as a Strategic HRBP.

Prior exposure to manufacturing / metal industry is mandatory.

Hands-on experience in HR analytics, system-based HR operations, and performance-linked reward structures.

Key Attributes :

Business acumen and result-oriented mindset.

High integrity, confidentiality, and professionalism.

Strong interpersonal and consulting ability.

Proactive, analytical, and process-oriented approach.