AGM/DGM HRBP

About The Role
The Human Resource Business Partner (HRBP) will play a strategic and operational role in shaping people strategy, strengthening workforce capability, and fostering a high?engagement culture across both corporate and site/project locations. The HRBP will work closely with business leaders and site teams to deliver effective HR solutions, build organization capability, and ensure an engaged, safe, and compliant workplace.
Purpose of the Role
To partner with business and site leadership teams to implement people strategies, support talent and culture initiatives, and ensure workforce effectiveness across the organization. This role requires a strong combination of strategic thinking, execution excellence, stakeholder influencing, and hands-on engagement at project sites.
Key Responsibilities1. Strategic HR Partnership

• Act as a trusted advisor to business and site leaders on workforce planning, performance management, and organization development.
• Align HR strategies and initiatives with business objectives across corporate and field locations.
• Identify capability gaps, talent risks, and workforce needs through regular business reviews.
  

2. Site Engagement & Workforce Support

• Lead and execute employee engagement initiatives at project sites, including site visits, employee connects, and pulse checks.
• Reinforce HR policies, organizational values, and safety culture across all site operations.
• Partner with Site Managers and HSSE teams to maintain workforce morale, address issues, and strengthen employee well?being.
• Oversee site-level HR operations such as onboarding, grievance handling, welfare programs, and statutory compliance.
• Monitor site climate indicatorsattrition, morale, engagement trendsand propose proactive interventions.
• Build a strong frontline culture through fair practices, recognition programs, and continuous engagement.
  

3. Talent Management & Development

• Drive talent reviews, succession planning, and workforce capability?building initiatives.
• Collaborate with managers to design Individual Development Plans and support career growth pathways.
• Ensure effective execution of performance management cycles (goal setting, mid?year, annual reviews).
  

4. Employee Lifecycle Management

• Manage onboarding, confirmations, transfers, promotions, and exit processes for both site and corporate employees.
• Address employee concerns with fairness, empathy, and confidentiality while enabling timely resolution.
• Strengthen overall employee experience through connection, transparency, and retention?focused initiatives.
  

5. Organizational Effectiveness & Change Management

• Support business units in restructuring, culture transformation, and digital adoption initiatives.
• Champion diversity & inclusion, psychological safety, and wellness practices across all locations.
  

6. Policy, Compliance & Governance

• Ensure adherence to HR policies, internal governance, and statutory labor compliance across sites.
• Conduct periodic HR audits at project locations to ensure compliance with labor standards and contractor management norms.
• Collaborate with Legal, Compliance, Finance, and HSSE teams to streamline workforce?related processes.
  

7. HR Analytics & Reporting

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  Analyze workforce metrics such as attrition, attendance, absenteeism, and engagement scores to generate actionable insights.
• Prepare HR dashboards and analytics for leadership decision?making.
• Track and evaluate the impact of HR initiatives and site engagement programs.
  

8. Stakeholder Management

• Partner with Talent Acquisition, L&D, Rewards, HSSE, and HR Ops to deliver integrated people solutions.
• Build strong working relationships with business leaders, site teams, external contractors, and cross?functional partners.
  

Qualifications & Experience

• Bachelors or Masters degree in Human Resources, Business Administration, or related field (MBA/PGDM preferred).
• 48 years of progressive HR experience, ideally with exposure to both corporate and distributed site environments.
• Strong understanding of HR functions including talent management, performance management, ER/IR, compensation, and statutory compliance.
• Experience in renewables, infrastructure, EPC, manufacturing, or multi?site operations is an advantage.
  

Skills & Competencies

• Strong communication, interpersonal, and stakeholder management skills.
• Ability to navigate complex site environments with empathy, resilience, and assertiveness.
• Analytical aptitude to interpret HR data and derive insights.
• Problem?solving mindset with a proactive, solution?oriented approach.
• High integrity, emotional intelligence, and confidentiality in handling sensitive matters.
• Ability to work both independently and within fast?paced, cross?functional teams.