Business HR / HR Business Partner

Function: Human Resources | Location: Pune | Reporting to: Lead HR Experience: 3–8 Years | Qualification: MBA / PGDM – Human Resources

Role Purpose

Partner with business leadership as a trusted HR advisor to translate business strategy into people priorities and build a high-performing, engaged and future-ready workforce.

The role will drive the people agenda across workforce planning, culture, organization effectiveness, talent, performance, employee engagement, capability building, employee relations and change, while ensuring effective implementation of HR policies, processes and governance.

Key Responsibilities

1. Strategic Business Partnering

Understand business strategy, operating priorities and future capability requirements and translate them into a focused people agenda.
Act as a trusted advisor to Business / Functional Heads on organization, talent and employee matters.
Identify people risks and opportunities impacting business performance and recommend actionable interventions.
Partner with HR CoEs to deliver business-relevant and customized HR solutions.
Drive a data-led approach to people decisions through Reviews and HR dashboards.
Assist the HR Lead of specific function in aligning business objectives with centralized HR strategy by providing data on the local needs and issues

2. Organization & Workforce Planning

Monitor and Adhere to annual and rolling manpower planning aligned with business plans, productivity and budget.
Partner on organization design, spans/layers, role clarity, workforce productivity and capability requirements.
Monitor headcount, manpower cost, End-to-End Talent Acquisition
Identify opportunities for redeployment, reskilling, internal mobility and organization optimization.
Support business transformation initiatives including EV/e-mobility, digitalization, automation and future skills, as relevant.

3. Talent Acquisition & Employee Lifecycle

Partner with business and Talent Acquisition teams to identify critical talent requirements and build effective talent pipelines.
Ensure effective onboarding, assimilation and early-tenure engagement of new hires across various talent categories.
Monitor hiring effectiveness, quality of hire, vacancies and internal mobility.

4. Performance & Talent Management

Drive Performance Management and ensure alignment of individual goals with business priorities.
Support effective management of performance gaps and development plans.
Support talent reviews and identify critical roles, critical talent and succession pipelines.
Facilitate career conversations, Individual Development Plans, job rotation and internal mobility.

5. Capability & Leadership Development

Identify current and future capability gaps in partnership with business leaders.
Translate business needs into targeted learning and development interventions with the L&D CoE.
Support leadership and manager capability development and team effectiveness.
Build capabilities required for the evolving automotive ecosystem, including digital, EV, software, automation and analytics, where relevant.

6. Employee Engagement & Experience

Monitor employee sentiment, organizational health and engagement trends.
Drive action plans arising from employee engagement / culture surveys.
Design and implement BU-level engagement initiatives based on employee and business needs.
Facilitate town halls, leadership connects, communication forums and employee listening mechanisms.
Promote a culture of inclusion, collaboration, innovation, accountability and continuous improvement.

7. Process Compliance & Governance

Partner with managers and employees on HR policies and workplace conduct.
Support resolution of grievances, conflicts and performance-related concerns with fairness and consistency.
Ensure adherence to HR policies, statutory requirements and internal controls.

8. Rewards & People Analytics

Partner with Compensation & Benefits teams on annual compensation, promotion and reward processes.
Track and interpret key people metrics including attrition, critical talent retention, manpower cost, productivity, hiring, performance, engagement, succession, diversity and absenteeism.
Convert people data into actionable insights and recommendations for business leaders.

9. Culture& HR Transformation

Act as the people/change partner for organizational culture transformation and major business initiatives.
Assess people impact, stakeholder readiness and capability requirements.
Drive communication, adoption and change interventions in partnership with business and HR teams.
Simplify and continuously improve HR processes, systems and employee experience.

Key Stakeholders

Internal: Business / Functional Heads | HR Leadership | HR CoEs | Talent Acquisition | L&D | C&B | | Finance | Employees | Corporate
External: Auditors | Consultants | Training / Assessment Partners

Desired Candidate Profile

Education: MBA / PGDM in Human Resources (From Premier Institution), Personnel Management, Organizational Development or equivalent.

Experience:

3–8 years of progressive HR experience, preferably with strong Business HR / HRBP exposure with a Tier -1 organization
Experience across Business Partnering, Talent Management, Performance Management, Employee Engagement, Talent Acquisition, L&D, Compensation and Employee Relations.
Experience in Automotive / Manufacturing / Engineering / Mobility / Technology or a complex operating environment preferred
Automotive/Plant / manufacturing HR and Industrial Relations exposure will be an advantage.

Core Skills & Competencies

Strategic HR & Business Acumen
Organization Design & Workforce Planning
Performance & Capability Management
Employee Engagement & Experience
HR Analytics & Data-driven Decision Making
Change Management & Transformation
Stakeholder Management & Influencing
HRIS / Digital HR
Strong Communication, Problem Solving and Execution Orientation

Senior Manager - Engineering Business Human Resources-TMCV

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