HR Business Partner
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Job Location:
Monthly Salary:
Posted on:
4 hours ago
Vacancies:
1 Vacancy
Job Summary
Understanding of Pharma/API business Industry HR best practices Statutory and other legal requirements ((Labour Codes Regulatory Audits etc.)
Sound understanding experience & expertise in managing employee life cycle of HR.
Should have managed workforce planning Talent management and employee engagement.
Skilled in overall IR and related roles.
Financial acumen of the business products variable cost and fixed cost especially the employee cost.
Must be aligned with the strategic planning and business planning.
Knowledge on developing industrial & employee relations strategies / polices and its implementations. Compliances negotiation liaising and legal handling skills
Should have managed Government Officials/ Statutory officers etc.
Interpersonal relationship communication assertive Listening Skills Negotiations and Problem Solving Influencing skills Conflict resolution stakeholder management emotional maturity Resilience and bias for action.
AREAS OF RESPONSIBILITY
1
Strategic Business Partnering
Partner with Production and Quality heads to forecast manpower needs based on the production pipeline. Manage the Manpower Cost per Kg metric
Conduct regular HR Dipsticks and Stay Interviews to gauge morale and prevent the Broken Rung phenomenon in technical middle management
Facilitate Floor engagement program for employees and contract workers (e.g. GEMBA 5S etc.)
Lead site-level DEI initiatives such as creating infrastructure and safety protocols to increase female representation in QC/QA and Production
2
Talent & Performance Management
Work with Site Operations Head and functional leaders to set performance expectation facilitate performance support and performance feedback
Drive the Annual Appraisal cycle ensuring that KPIs are balanced between output (volume) and quality (compliance/safety).
Drive performance efficiency and productivity program in partnership with Operations and Quality team.
Identify High-Potential (HiPo) employees on the shop floor and create development roadmaps to move them into supervisory roles
Collaborate with the L&D team to facilitate Functional Skill-up programs for employees
Facilitate identification of Critical roles/ talents and work on succession planning for the roles identified at the Site
3
Industrial Relations & Compliance
Spearhead the site-level implementation of the New Labour Codes specifically communication to employees or workers on the changes and impacts of their interest.
Audit and oversee the lifecycle of contract labour ensuring 100% compliance with PF ESI and Gratuity provisioning
Handle domestic inquiries and grievance redressal to maintain a strike-free environment
Develop relationship with Union leaders and related groups to ensure/ implement healthy work environment
4
Culture and Employee Engagement
Promote a culture of transparency discipline and trust.
Implement employee engagement and workplace climate improvement initiatives.
Lead employee engagement activities at Site and facilitate R&R program to improvement employee engagement/ satisfaction score.
5
Stakeholder Management
Collaborate with Plant Heads Site HR Head Legal Production and Safety functions.
Build relationships with local bodies industry associations and government officials.
Work with cross-functional teams across sites/ corporate function to ensure people agenda at Site is delivered effectively.
