Senior HR Business Partner

Role & responsibilities

1. Strategic Partnership: Collaborate closely with business leaders to ensure HR strategies are aligned with organizational objectives, driving performance through effective people management.
2. Employee Engagement and Culture: Cultivate a positive workplace culture through initiatives that promote engagement, diversity, and inclusion, ensuring a motivated and high-performing workforce.
3. Performance Management: Design and implement performance management systems that encourage ongoing feedback, goal setting, and professional growth.
4. Change Management: Support organizational change initiatives by guiding employees through transitions, minimizing disruptions to business operations.
5. Compliance and Risk Management: Ensure compliance with labor laws and regulations, effectively managing risks related to employee relations and workplace policies.
6. Training and Development: Assess training needs and develop programs that enhance employee skills and capabilities, contributing to overall business success.
7. HR Analytics: Leverage data-driven insights to inform HR decisions, monitor performance metrics, and evaluate the effectiveness of HR initiatives on business outcomes.
8. HR Business Operations: Oversee the operational aspects of HR to ensure efficiency and alignment with business needs.
9. Client-Facing Engagement: Act as a primary point of contact for clients, building strong relationships and addressing their HR-related needs.
10. Ground Liaison and Problem-Solving: Provide on-the-ground support to resolve issues and manage incidents effectively.
11. People Management Expertise: Possess experience in managing blue-collar workforces, ensuring their unique needs are met.
12. Strategic Business Partnership: Strengthen partnerships with business units to drive HR strategies that support organizational growth.
13. Employee Experience Enhancement: Continuously seek opportunities to improve the overall employee experience, fostering a supportive and engaging work environment.
14. Data Management and Reporting: Maintain accurate HR data and generate reports to inform strategic decisions.
15. Regional Travel Flexibility: Be willing to travel within the region as needed to engage with clients and support operations.
16. IR scope: To address all disciplinary issues for all sites, holding meetings with employees & the clients etc. Liaising with Labour Department and preparing & executing IR policies / procedures along with implementation. Handling IR issues/disputes, court cases, disciplinary proceedings, negotiations, agreements. Addressing incidents at site level and police cases etc.

Preferred candidate profile

- Experience handling blue collar staff and client management

- Flexible to travel

- Should have handled blue collar staffs