Human Resource Business Partner (Manufacturing)

JOB SUMMARY

• Create Saint-Gobain culture by re-enforcing SG Purpose, PAPC, SG attitudes at the Workplace.
• Drive HR Processes Human Resource Planning, People Capability Building through Recruitment, Learning & Development, ProSkills, SG Next Program, People experience projects, Diversity initiatives
• Manage Employee Life Cycle for respective function - People Practices, People Engagement & Involvement creating positive experience, People Wellbeing
• HR Policy administration, HR best practices benchmarking and HR Communication Effectiveness.
• Capability Building and skills availability in the respective function.

ACTIVITIES AND END-PURPOSES

Strategic HR & Business Partnership

• a. Act as the primary HR point of contact for Float Line leadership, aligning HR strategies with business goals (production targets, quality, and safety KPIs).
• b. Translate business priorities into HR initiatives that support growth, operational excellence, and organizational culture
• c. Participate in operational meetings to understand challenges and provide proactive HR solutions.

Talent Management & Workforce Planning

• a. Lead workforce planning for Float Lines 4 & 6 — forecasting manpower needs based on shifts, production schedules, attrition, and future expansions.
• b. Competency Management through ProSkill, identify gaps and operational capability needs; enable training plans to build required technical and behavioral capabilities.
• c. Support succession planning for critical manufacturing/technical roles to prevent disruptions.

Training & Learning, Development

• a. Drive the performance appraisal cycle, ensuring clear alignment on goals, KPIs, and development areas for float line workforce and supervisors.
• b. Coach managers on performance conversations, performance improvement plans, promotion readiness, and objective setting.
• c. Support ongoing learning & development initiatives — both technical training (e.g., safety, lean practices) and leadership capabilities.
• d. Driving People Development pillar and Gender Diversity initiatives in the respective function.
• e. Ensuring LWE system adherence and learning experience in the respective function.

Employee Relations & Engagement

• a. Facilitate employee engagement programs focused on shop-floor culture, safety participation, recognition, and retention.
• b. Promote an inclusive culture aligned with Saint-Gobain values — trust, empowerment, collaboration Support
• c. Ensure smooth communication channels between employees, supervisors, and business leadership
• d. People experience projects, Diversity initiatives.
• e. People Engagement Initiatives
• f. Me@SG Survey action points & executions accordingly.

HR Operations & Policy Compliance

• a. Advise and ensure compliance of internal HR policies, and manufacturing safety standards across the float line workforce.
• b. Partner with COEs (Compensation, Payroll, Learning & Development, Talent Acquisition) for effective rollout of HR programs.
• c. Demonstrated ability to deploy functional knowledge.
• d. Understanding of HR policies and processes.

Data, Analytics & Reporting

a. Use HR data (turnover, absenteeism, training effectiveness, performance ratings) to generate insights that drive decisions for operational improvements.

b. Prepare and share dashboards with Float Line leadership to monitor key people metrics and suggest interventions.

QUALIFICATIONS / EXPERIENCE REQUIRED

• MBA In HR or MSW with specialization in Human Resources.
• Minimum 10 years’ experience.
• Specific Skills required:
• Good people connect & interpersonal skills
• Assertiveness
• Learning Agility & Multitasking
• Personal credibility
• Service Orientation
• Execution Excellence
• Team Player
• Key Competencies for HRBP in a Manufacturing/Float Line Setting
• Strong business acumen and understanding of float glass manufacturing operations and workforce challenges.
• Excellent stakeholder management & influencing skills, especially with plant managers.
• Analytical mindset to measure HR impact against operational outcomes.
• Effective communication and coaching skills to guide supervisors and operators alike