Executive HRBP - Central Delhi

HR Business Partner Role

The incumbent will be responsible for working in tandem with the business, taking care of HR functions regionally as an extension of the Corporate HR Team. The role involves supporting business heads and partnering with them in the implementation of strategies and helping attain business targets and goals. The position will be designated depending on the complexity and scope of the tasks assigned to the incumbent.

The person will have to work as part of a multi-functional team and this involves working with the possible internal and external stakeholders across India.

General Duties & Responsibilities

• The incumbent will support the corporate recruitment team in hiring both on-roll and contract labour resources according to business needs and within stipulated timelines. Encourage employees to refer candidates for open positions. Additionally, the incumbent should identify and highlight regional talent to the business and CO HR, ensuring that candidates are given appropriate opportunities for both upward and lateral career movements
• Focus employee engagement to maintain high morale, motivation, and productivity among colleagues
• To effectively support all HR initiatives implemented at the branches
• Coordinate training requests with the relevant corporate teams based on identified needs. Provide support for post-training evaluations and analysis, as well as for training logistics, billing, and invoicing
• Ensure timely sharing of initial information related to accidents. The HRBP is responsible for ensuring that employees receive prompt medical attention and treatment. This includes coordinating with the Corporate Mediclaim team, ESIC hospitals/dispensaries, and other relevant facilities to facilitate proper treatment and support. Additionally, assist employees and the back office of the respective branch with guidance on the ESIC/Mediclaim processes, including reimbursement and cashless treatment options
• To guide and assist businesses in maintaining discipline and effectively managing industrial relations (IR) issues
• Support business managers in achieving their targets by providing timely HR assistance as needed
• To assist the business by providing guidance on all statutory and compliance-related aspects within the HR/IR domain, both at the branch level and for the customer. This includes ensuring proper statutory and compliance documentation in coordination with the back office. Additionally, support branches in meeting requirements from government inspections and fulfilling customer demands
• Effectively manage the unions and communicate with them to foster a peaceful industrial relations atmosphere and a productive working environment. Provide support to branches in court matters, conciliation proceedings, and inquiries under various labour laws
• Collaborate with the business to uphold SHE directives and ensure staff safety. Orient employees on workplace safety measures, ensuring that all staff and technicians properly use personal protective equipment (PPE) and consistently follow SHE guidelines. Additionally, counsel staff on off-duty safety practices and highlight any safety deviations to the appropriate channels, as part of HRBP responsibilities
• HRBPs are responsible for fostering employee connections aspect of the HR department. The incumbent should dedicate appropriate time each day to engage with a sample of staff at all levels in the region, including both on-roll and contract labour technicians. This ensures that all employee queries are addressed promptly and that effective solutions are provided within the shortest turnaround time possible
• The incumbent will be responsible for conducting investigations in response to escalations, grievances, or speak-up concerns raised by employees as needed. This includes analysing incident reports related to employee relations and disciplinary issues to determine the appropriate course of action in collaboration with CO
• Involvement in any other ad hoc projects as and when required
• Conduct exit interviews for voluntarily departed employees, as well as 30 and 120 days follow-up calls with newly joined colleagues
• Conduct a deep dive into branches with low retention rates among Sales and Service colleagues, develop an action plan, implement it effectively, and track improvements on a monthly basis