Date Posted:

2025-07-28

Country:

India

Location:

No.92 Jigani Industrial Area II, Jigani Village, Aneka,Karnataka, BANGALORE -560 105, India

Job Title: HRBP

Role Overview:

The role is the Single point HR accountability /Total HR delivery

Working as a member of the HR team, providing significant commercial HR support in an environment where customer focus is paramount. The HR Business Partner will work closely with management, partnering with functional leaders & dealing often directly also with factory associates, embedding expertise to develop talent, manage performance, improving the People satisfaction, build capability and teams, driving engagement & business results.

The role gives a mix of “hands-on” operational HR advice and will focus on employee relations, and organizational design and deployment organizational changes from all points of view as well as operative deployment point of contact for the Centre of Expertise (Talent Acquisition, Talent Management, Total Rewards, Payroll etc.). Another important responsibility will be to collaborate in the workforce planning strategy that aligns with the company's business objectives and growth projections. The role will collect, analyze, and interpret workforce data, enabling informed decision-making related to the data-driven, forward-thinking placement and acquisition of Talent (right people in the right place, at the right time), create positions and make approvals.

On a typical day you will:

• Either in one to one or group situations, ensure that all tools available to managers are being used to lead a motivated and engaged team that delivers results.
• Develop succession plans and work pro-actively to ensure that a talent pool is available and being actively developed within the business, ensuring a diverse mix of talent and development activities across all groups from early career to highly valued professionals.
• Partner with client groups to identify methods and actions to improve employee engagement, including cultural and organizational change programs where necessary, resulting in overall improvements to engagement and reduced attrition.
• Close management of headcount and employment costs within the business units assigned, providing monthly data to support with company forecasts.
• Establish and maintain appropriate systems for monitoring, measuring, and reporting on HR activities within agreed formats and timescales.
• Actively participate as a member of the HR team and as part of your client group’s leadership team.
• Actively coach and participate in all employee relations issues, including investigations, disciplinaries, grievances and appeals, providing clear operational HR advice and guidance and active involvement as required.
• Active involvement with union representatives and other employee representation groups.
• HR Reporting & Data checks (supervisor organization, and validations &reporting activities related to the assigned business units) using Workday dashboards and available reports)
• Supporting Line managers & Talent Attraction in interviews phase and hiring process

What You Will Need to be Successful:

• Master Degree in HR.
• 12+ years of experience as an HR Business Partner for Manufacturing/Pharma/Factory industry.
• Experience in managing unions, signing the settlements.
• Manage workforce of 500+ employees including unions.
• Fluency in local language Kannada (Mandatory)
• Proven experience as an HR Business Partner or HR Generalist, with a strong understanding of HR best practices and employment laws.
• Excellent communication and interpersonal skills, with the ability to build strong relationships and influence stakeholders at all levels.
• Demonstrated experience in driving organizational change and managing complex employee relations issues.
• Strong analytical and problem-solving skills, with the ability to leverage HR data for strategic decision-making.
• Ability to thrive in a fast-paced, dynamic environment and manage multiple priorities effectively.
• Highly collaborative with an ability to establish credibility in order to implement change, particularly in thinking toward the future in planning for the talent needs of the organization.

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