Job Description

Role:

HR Business Partner – Manufacturing & Quality

Designation:

Sr. Manager

Sub-function:

Manufacturing HR

Function:

Human Resources

Skip Level Manager’s Title:

CHRO

Manager’s Job Title:

Head HR (Manufacturing & Quality)

Location:

Mumbai

Job Summary

Strategic HR Business Partner responsible for driving the people agenda within Manufacturing & Global Quality organization. The role focuses on aligning HR strategies with business priorities, enhancing employee experience, and delivering impactful HR interventions in partnership with senior leadership

Areas Of Responsibility

Corporate HR Responsibilities

• Govern the talent management and talent development initiatives across the manufacturing units
• Govern the year-end appraisal and salary correction cycles for the business unit.
• Guide the plant HR teams to maintain high performance culture
• Conduct the reviews of plant HR performance based on set KPIs and identify areas of improvement
• Participate in Business reviews, understand business priorities and challenges to address the same through HR intervention of capability building and manpower planning
• Annual Budget exercise: Evaluate the requirements from plants based on manning norms
• Drive projects related to org restructuring, manpower rationalization, org effectiveness with help from plant HR teams.
• Support business leaders in making talent decisions with respect to retention, hiring, promotion and role restructuring

HRBP Responsibilities

1. Talent Acquisition & Workforce Planning

• Lead manpower planning and budgeting aligned with business goals
• Partner with leadership to define JDs, org structures, and hiring strategies
• Ensure quick turnaround time (TAT) in hiring approvals and closures
• Maintain internal parity in grading, compensation, and experience

1. Performance Management

• Drive goal cascading, SMART KRA setting, and performance cycles
• Ensure timely completion of reviews via dashboards and governance
• Partner with business leaders on calibration and normalization
• Manage performance discussions, escalations, and exception approvals with CXOs
• Design and implement fair promotion and role-change frameworks

1. Talent Management & Development

• Identify high-potential talent and build succession pipelines
• Drive internal talent mobility across functions
• Partner with COEs to execute targeted L&D initiatives (functional & behavioral)

1. Employee Engagement & Experience

• Drive employee connect forums (FGDs, surveys) and action planning
• Ensure quick resolution of employee queries (policies, systems, benefits)
• Enhance employee experience through continuous improvements

1. Exit & Retention Management

• Conduct exit interviews to identify trends and improvement areas
• Manage retention discussions for critical talent
• Handle sensitive exits including PIP closures in collaboration with managers

1. HR Operations, Data & Analytics

• Ensure accuracy of employee data across HR systems (OneHR, Metis)
• Provide insights on attrition, hiring, talent, and workforce trends
• Support data-driven decision-making for leadership

1. Stakeholder & Project Management

• Partner closely with Business Team to coordinate and execute improvement projects.
• Lead and support corporate-level HR projects and transformations

Travel Estimate

20% of the time

Job Scope

Internal Interactions (within the organization)

Business teams: N1 leader, Business / Functional leaders and employees

Corporate teams: HR Ops, Talent acquisition, rewards, learning, Finance, etc.

External Interactions (outside the organization)

Consulting & Learning partners / institutes, if required

Engagement partners

Geographical Scope

India

Job Requirements

Educational Qualification

MBA/PGDM in Human Resources

Skills

• Strategic HR Business Partnering
• Stakeholder & CXO Relationship Management
• Performance & Talent Management
• Workforce Planning & Analytics
• Employee Engagement & Experience Design
• Change & Organizational Effectiveness

Experience

10+ years

Disclaimer: The preceding job description has been designed to indicate the general nature and level of work performed by employee within this classification. It is not designed to contain or be interpreted as a comprehensive inventory of all duties, responsibilities, and qualifications required of employees as assigned to this job. Nothing herein shall preclude the employer from changing these duties from time to time and assigning comparable duties or other duties commensurate with the experience and background of incumbent(s).