HRBP - 8-13 yrs - Healthcare - BLR

1. Strategic HR Business Partnering

• Serve as a trusted advisor to plant leadership and functional heads on all HR matters
• Align business and production objectives with effective people strategies
• Enhance organizational effectiveness, workforce productivity, and cultural alignment
• Lead and support change management initiatives related to expansion, automation, and scaling efforts

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2. Workforce Planning & Talent Management

• Lead manpower planning, budgeting, and workforce optimization for the plant
• Ensure availability of the right skills and capabilities across shifts and production lines
• Collaborate with Talent Acquisition teams to meet hiring requirements for both permanent and contract workforce
• Drive succession planning for key and critical factory roles

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3. Performance Management & Capability Development

• Oversee the end-to-end performance management cycle for factory employees
• Enable managers in goal setting, performance reviews, and differentiation processes
• Design and implement capability-building programs for shop-floor employees and supervisors
• Strengthen leadership effectiveness among frontline managers and people leaders

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4. Employee Relations & Regulatory Compliance

• Manage employee relations proactively to foster a positive and harmonious work environment
• Ensure full compliance with statutory regulations, including:
  • Factories Act
  • Industrial Disputes Act
  • Contract Labour (Regulation & Abolition) Act
  • PF, ESIC, Gratuity, Bonus, Minimum Wages, and Wage Code
• Liaise independently with labour inspectors, statutory auditors, and government authorities
• Handle investigations, disciplinary actions, and dispute resolution as required

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5. Employee Engagement & Culture Building

• Drive employee engagement initiatives tailored to the factory environment
• Promote transparent communication, trust, discipline, and inclusivity on the shop floor
• Support leadership in building a high-performance, safety-first, and respectful workplace culture
• Monitor engagement metrics and implement corrective actions where needed

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6. HR Operations & Systems Management

• Ensure effective execution of core HR operations, including attendance, leave management, payroll inputs, and contractor oversight
• Enhance HR process efficiency through system adoption and process standardization
• Maintain accurate employee data and compliance records
• Partner with COEs and shared services teams to ensure seamless HR service delivery