Job Description
Job Title
HR Business Partner
Grade / Level: Deputy Manager/ Senior Deputy Manager
Function: Human Resources
Reporting To: Head – Human Resources
Role Purpose
The HR Business Partner will act as a strategic people leader for plant operations, aligning HR
strategy with manufacturing business objectives. The role focuses on talent management,
leadership pipeline for technical functions, workforce capability building, digital HR
transformation, change management, and culture strengthening, while ensuring strict
adherence to global HR standards, safety culture, productivity, and compliance.
Qualification Requirements
Regular FullTime B. Tech (Mandatory)
Regular FullTime MBA / PGDM in Human Resources
Experience Profile
10–15+ years of HR experience, with:
o Minimum 5–7 years as HRBP in manufacturing plants
Exposure to:
o Large manufacturing setups
o Greenfield/Brownfield projects (advantage)
Budget for the Position: INR 15 LPA excluding variable payment
Key Competencies
Functional
Manufacturing HRBP
Talent \& Succession Management
Workforce Planning \& HR Analytics
L\&D for Technical \& Leadership Roles
HR Digitalization (SuccessFactors exposure mandatory)
Behavioral
Strong business and operational acumen
Influencing and stakeholder management
Change leadership mindset
Datadriven decision making
High resilience and execution focus
Key Responsibilities
I. Talent Management –
Performance \& Target Setting
Drive target setting and performance management for entire workforce
Align KRAs/KPIs with:
o Safety, Quality, Cost, Delivery, Productivity (SQCDP framework)
Facilitate midyear and annual performance review cycles.
Potential Assessment \& Talent Reviews
Lead Talent Review Forums for manufacturing leadership and critical technical roles.
Execute Performance–Potential (9Box) mapping for white collar employees:
Identify HiPos and critical skill roles for future plant scalability.
Succession Planning
Design and implement succession plans for leadership roles
Track successor readiness and development progress.
HR Analytics \& Dashboards
Develop plantlevel HR dashboards, covering:
o Attrition (critical skill and shopfloor)
o Absenteeism
o Productivity per head
o Training hours and skill coverage
o Engagement and safety culture indicators
Use insights to support plant decisionmaking.
HR Digitalization \& Systems
Lead implementation and optimization of SuccessFactors / HRIS modules for all
employees.
Drive HR digital tools for:
o Performance and goal tracking
o Pulse surveys
o Skill mapping and certification tracking
Support integration of HR systems with manufacturing systems where applicable.
II. Learning \& Development – Manufacturing Capability Building
Lead Specific Training Needs Analysis (TNA):
o Technical skills, Multiskilling and certification
o Leadership development for frontline and middle management
Design and roll out:
o Supervisor and lineleader development programs
o Future plant leader programs
o Shopfloor excellence and continuous improvement training
Promote Lean, TPM, Six Sigma, Safety and Quality mindset through learning
interventions.
Track training effectiveness and skill index improvement.
III. Strategic Workforce Planning \& Organization Design
Partner with business leaders for:
o Manpower planning for expansions, debottlenecking, and new lines
o Skill availability mapping (present vs future)
Drive workforce optimization initiatives:
o Multiskilling
o Reskilling for automation and digital manufacturing
Support organization design, span of control optimization, and role clarity.
IV. Implementation of Global \& Corporate HR Standards
Implement global HR policies, frameworks, and governance models at plant level.
Ensure consistency in:
o Performance management
o Talent reviews
o Rewards and recognition
Ensure statutory compliance, labor law alignment, and audit readiness.
Act as HR governance custodian for manufacturing operations.
V. Change Management, Employee Engagement \& Culture
Change Management
Drive people change initiatives related to:
o Automation and Industry 4.0
o New technology adoption
o Organizational restructuring
Enable leadership and workforce readiness through structured change plans.
Employee Engagement
Lead employee engagement and pulse surveys for the employees.
Analyze survey feedback and partner with department heads on action plans.
Reduce attrition in critical skills and improve morale on the shop floor.
Culture Building
Build a strong culture of:
o Safety first, Accountability, Continuous improvement, Respect and inclusivity
Promote leadership behaviors aligned with organizational values.
VI. Strategic Business Alignment
Act as a trusted strategic partner to Plant Head and Functional Leaders.
Translate plant and manufacturing strategy into people initiatives.
Balance productivity, cost control, and employee wellbeing.
Coach leaders on people management and decisionmaking.
Key Performance Indicators (KPIs)
Leadership bench strength at plant
Attrition of critical skills
Engagement and pulse survey improvement
Productivity per employee
Training effectiveness and skill index
Compliance with global HR standards