HR Business Partner - FMCG/Agro Commodities Industry - XLRI/TISS/SCMHRD/SIBM/IIM/MDI

• Preferred Qualification: MBA / PGDM / MA in HR from Tier 1 Institutes
• Preferred Institutes: XLRI Jamshedpur, TISS Mumbai, SCMHRD Pune, SIBM Pune, MDI Gurgaon, etc
• Batch: 2020 - 2024 onwards
• Experience Required: 2 - 6 Years
• Preferred Industry: FMCG / Food / Beverages / Agro Commodities
• Location - Andhra Pradesh

Role Overview

We are looking for a dynamic and strategic HR Business Partner (HRBP) to work closely with business leaders and employees to drive people initiatives aligned with organizational goals. The ideal candidate will play a critical role in talent acquisition, employee engagement, workforce planning, talent development, performance management, and stakeholder collaboration while ensuring a positive employee experience across the organization.

The HRBP will act as a trusted advisor to business leaders and support the development of a high-performance culture through effective HR interventions and people strategies.

Key Responsibilities

Talent Acquisition & Workforce Planning:

- Partner with business leaders to understand hiring requirements and manpower planning.
- Drive end-to-end recruitment activities including sourcing, screening, interviewing, offer management, and onboarding.
- Collaborate with recruitment teams to ensure timely closure of positions with quality talent.
- Develop workforce planning strategies based on business growth and future organizational needs.
- Monitor recruitment metrics such as TAT, cost-per-hire, and quality of hire.
- Support succession planning and internal mobility initiatives.
HR Business Partnering:
- Act as a strategic HR advisor to business units and leadership teams.
- Understand business objectives and align HR strategies to support organizational goals.
- Provide guidance on employee relations, performance management, organizational design, and change management.
- Drive HR policies, processes, and best practices across assigned business units.
- Ensure compliance with company policies and labor regulations.
- Facilitate employee engagement initiatives to enhance workplace culture and productivity.
Learning & Development:
- Identify training needs through performance reviews, business requirements, and employee feedback.
- Coordinate and implement learning and development programs to build functional and behavioral capabilities.
- Work with internal and external stakeholders to deliver effective training interventions.
- Track training effectiveness and employee development outcomes.
- Promote a culture of continuous learning and professional growth.
Recognition & Rewards:
- Drive employee recognition programs to enhance motivation and retention.
- Partner with leadership teams to implement reward and recognition initiatives aligned with organizational values.
- Support compensation benchmarking and reward-related activities.
- Ensure fair and consistent implementation of performance-linked reward mechanisms.
- Monitor employee satisfaction and engagement related to rewards and recognition programs.
Talent Management:
- Support the performance management cycle including goal setting, mid-year reviews, annual appraisals, and feedback processes.
- Identify high-potential employees and support leadership development initiatives.
- Drive succession planning and career development frameworks.
- Analyze attrition trends and implement retention strategies.
- Support employee engagement surveys and action planning exercises.
- Facilitate performance improvement plans where required.

Stakeholder Management:

- Build strong relationships with business leaders, employees, and cross-functional teams.
- Collaborate with department heads to drive people-related initiatives and organizational effectiveness.
- Act as a bridge between employees and management to address concerns and improve communication.
- Present HR insights, dashboards, and reports to stakeholders for informed decision-making.
- Ensure seamless coordination with recruitment, payroll, compliance, and L&D teams.
Required Skills & Competencies
- Strong understanding of HR business partnering and employee lifecycle management.
- Excellent communication, interpersonal, and stakeholder management skills.
- Strong problem-solving and conflict-resolution abilities.
- Ability to work in a fast-paced and dynamic environment.
- Analytical mindset with experience in HR metrics and reporting.
- Strong organizational and multitasking skills.
- Knowledge of labor laws and HR best practices.