Job Role: HR Business Partner

Experience: 6+ Years

Location: Mumbai

Role Summary:

• The HR Business Partner (HRBP) will act as a strategic and operational partner to promoters and leadership teams in driving organisational growth, people capability, employee engagement, and operational excellence across the business.

• The role requires a highly agile, hands-on HR professional capable of working in a fast-paced promoter-led environment with evolving structures, high accountability, and business-driven priorities across sourcing, logistics, supply chain, procurement, and global operations.

Qualification

• Graduated in Business Administration, logistics, FMCG related field.

Experience

• 8-10 years of experience in HRBP. • Experience in handling at least 100 people/

• Exposure to payroll, onboarding, and business partner operations.

Roles and Responsibilities:

Strategic HR Partnership:

• Work closely with promoters and business heads to align HR strategies with business growth objectives.

• Support organisation structuring, manpower planning, and capability building initiatives.

• Act as a trusted advisor on people matters, culture, and organisational effectiveness.

Talent Acquisition & Workforce Planning:

• Drive hiring for critical business, operations, logistics, procurement, finance, and support functions.

• Build talent pipelines for business expansion and global operations.

• Ensure quality onboarding and faster employee integration.

Culture & Employee Engagement:

• Build a performance-oriented, entrepreneurial, and ownership-driven culture.

• Drive employee engagement initiatives aligned with promoter vision and company values.

• Strengthen communication and collaboration across teams.

Performance Management:

• Implement and manage goal-setting, KRAs, KPIs, and performance review processes.

• Coach managers on performance discussions and people development.

• Drive accountability and productivity improvements.

Employee Relations:

• Handle employee concerns, grievances, disciplinary matters, and conflict resolution.

• Ensure fair implementation of HR policies and employee practices.

• Build trust and strong employee-manager relationships.

HR Operations & Compliance:

• Ensure smooth execution of HR operations, including attendance, leave, payroll coordination, and documentation.

• Maintain compliance with labour laws and statutory requirements.

• Support HR reporting, MIS, and analytics for management review.

Learning & Leadership Development:

• Identify capability gaps and coordinate training interventions.

• Support leadership development and succession planning initiatives.

• Drive learning culture across functions.

Change Management:

• Support organizational transformation, process improvement, and scale-up initiatives.

• Help leadership drive change adoption and communication.