Experience - 10-15 years
Working Days – 5 Days
Reporting to – Head of TA
Location – Kurla West
KEY RESPONSIBILITIES 
Strategic HRBP: 
• Partner with business leaders to understand organizational needs, design effective structures, and drive strategic manpower planning.
• Oversee the entire employee lifecycle while introducing best practices in people management. Align HR policies and processes with both business objectives and employee expectations.
• Collaborate with management and department heads to assess employee performance and potential, ensuring a continuous talent pipeline for a responsive and agile organization.
Employee Engagement: 
• Design and execute employee engagement strategies to foster a connected, motivated, and highperforming workforce.
• Plan and facilitate employee forums such as Town Halls, Focus Group Discussions (FGDs), and Connect Sessions.
• Manage and analyze results from Happiness Index and Pulse SURVEYS, drive follow-up action planning and implementation.
• Coordinate Reward & Recognition (R&R) programs, fun-at-work activities, and wellness events to support work-life balance.
• Maintain HR engagement calendars and dashboards, ensuring timely execution and visibility of engagement initiatives.
Employee Relations: 
• Serve as the first point of contact for employee relations issues, ensuring timely and empathetic resolution of grievances.
• Advise and support managers in handling sensitive employee matters and maintaining compliance with company policies.
• Foster a positive and inclusive work environment through proactive communication, conflict resolution, and feedback mechanisms.
• Lead initiatives to promote employee satisfaction, including HR and employee satisfaction surveys and workplace improvement programs.
Talent Management and Communication: 
• Facilitate performance management processes, including goal setting, mid-year and annual  reviews, and talent calibrations.
• Administer processes related to promotions, confirmations, and salary increments in line with organizational guidelines.
• Identify and develop high-potential employees through succession planning and career development initiatives.
• Support the Great Place to Work (GPTW) journey by driving culture audits and workplace improvement projects.
• Promote employer branding through employee-centric communication and engagement practices.
Team Management: 
• Provide proper guidance and periodic reviews to team members.
• Lead the HR team from the front, fostering a collaborative and high-performance culture