Human Resource Business Partner (Real Estate Industry)

Position : Human Resource Business Partner

CTC : Rs. 10 - 12 lacs per annum

Location : Kharghar, Navi Mumbai / Sanpada, Navi Mumbai

Six Day working (Monday to Saturday)

Role Purpose

Partner with the Real Estate business (Sales, Projects, CRM, Facilities, Corporate Functions) to drive people outcomes that support sales growth, on-time project delivery, customer satisfaction and compliance.

The HRBP is the single-point HR contact for business leaders and employees across allocated projects / zones.

Key Responsibilities

Business Partnership & Workforce Planning

Act as a strategic partner to Business / Project Heads and Sales Leaders; participate in monthly business reviews and translate business plans into people plans.

Drive annual and quarterly manpower planning for :

Sales (Channel / Direct, Site Sales)

Project & Site teams (Engineering, Execution, QS, Safety)

CRM, Facilities & Support functions.

Track vacancy ageing, billable vs. non-billable headcount, site-wise manpower deployment and raise early flags on gaps.

Talent Acquisition & Onboarding (Sales + Projects + Support)

Work closely with the TA team / consultants to ensure timely hiring of critical roles (Sales Managers, Site Engineers, Project Managers, CRM, Facility Managers, Corporate roles).

Provide clear JD, competency requirements, and salary benchmarks to TA.

Participate in interviews for key positions; ensure culture and performance fit.

Oversee pre-joining engagement and joining formalities; ensure Day-1 readiness at HO and sites (documents, system access, ID cards, site passes, etc.).

Performance Management & Productivity

Drive the performance management cycle (goal-setting, mid-year and annual reviews) for assigned functions.

Ensure cascading of business KPIs (e.g., bookings, collections, construction milestones, quality, customer delight) into individual goals.

Coach managers on giving feedback, managing low performance, and documenting PIP (Performance Improvement Plans).

Work with business to identify high performers and successors for critical roles.

Employee Relations, Engagement & Culture

Build strong connect with employees at sites, sales offices and HO through regular visits, check-ins and open forums.

Handle employee grievances, disciplinary issues and conflicts in line with company policies and legal requirements.

Partner with business to design and drive engagement initiatives – rewards & recognition, team events, festival celebrations, sales contests, safety & quality campaigns at sites.

Monitor morale, early warning signs, stress / burnout in high-pressure sales and project environments and provide interventions.

HR Operations, Compliance & Policy Implementation

Ensure accurate and timely attendance, leave and overtime records for site and sales staff; coordinate with HR Ops / Payroll.

Ensure correct implementation of HR policies – attendance, leave, travel, incentive schemes, discipline, POSH, code of conduct, etc.

Support statutory compliance for project locations (where relevant) in coordination with HR Ops / Legal – contract labour, shop & establishment, standing orders, etc.

Manage joining, confirmation, transfers, deputation, contract renewals and exits for the allocated population.

Learning & Development / Capability Building

Work with business leaders to identify skill gaps (Sales, Customer orientation, Negotiation, Project management, Safety, People management).

Partner with L&D / External trainers to design and roll out training calendar for sales teams, site staff, CRM and people managers.

Track training participation, effectiveness and impact on performance (e.g., improved conversion, improved NPS, fewer quality issues).

HR Analytics & MIS

Maintain accurate HR dashboards for the allocated business :

Manpower vs plan, vacancy ageing, joining & exits

Attendance, attrition & early attrition

Performance ratings distribution

Training coverage, engagement metrics.

Present monthly HRBP reports and insights to Business Heads and HR leadership; recommend data-backed interventions.

Change Management & Special Projects

Support org restructures, new project launches, new sales office openings, process / HR system roll-outs (HRMS, PMS, etc.).

Lead or support HR initiatives such as employer branding for sales hiring, EVP for site staff, policy revisions, incentive plan changes.

Candidate Profile

Education

MBA / PGDM in HR or equivalent.

Experience

6–10 years of HR experience with at least 3–5 years as an HRBP / HR Generalist.

Real Estate / Construction / Infrastructure environments preferred.

Experience managing multi-location / site-based workforce will be a strong advantage.

Key Competencies & Skills

Strong business understanding of real estate sales and project execution.

Hands-on, comfortable working with sites & field teams

Excellent stakeholder management & influencing skills with senior leaders and line managers.

Strong problem-solving, conflict resolution and counselling ability.

Sound knowledge of HR processes, labour laws, performance management and ER.

Good with numbers & Excel, able to build and interpret HR dashboards.

High ownership, integrity and ability to work in a fast-paced, high-pressure environment.