Cluster P&O Partner - Bollaram API Sites

Business Priorities: These priorities align HR efforts with the broader organizational strategy, enabling sustainable business outcomes.

1. Strategic Workforce Planning & Organizational Design

- Translate business strategy into actionable people moves. - Lead workforce planning and budgeting to optimize productivity. - Design and implement organizational structures that support strategic goals and close process gaps. - Drive people related Idea savings and Effort Hours reduction as per Lean Management Systems. Proactively partner with business to maintain headcount and Staff/Contract Labour Costs within budget. Achieve the targeted effort hours, head count and savings targets agreed at the beginning of the year.

2. Talent Strategy & Succession Planning

- Develop and execute a forward-looking talent roadmap. - Conduct talent reviews, competency assessments, and succession planning. - Ensure timely, strategic hiring and build a diverse, future-ready talent pipeline.

3. Change Leadership & Transformation

- Lead complex change initiatives (e.g., M&A, restructuring, new org integration). - Drive transformation programs that align with business evolution. - Support leaders and teams through change with structured interventions.

4. Culture & Engagement

- Champion ASPIRE tenets and LEAN principles. - Role model and embed desired behaviours across the organization. - Design and implement engagement strategies to shape a high-performance culture. - Drive Autonomous Way of working culture on the shopfloor and connect with the performance management systems. - Drive the Speak-up culture and Quality transformation agenda across site.

5. Stakeholder Engagement & External Relations

- Partner with business leaders to align HR with strategic needs. - Manage employee relations and proactively address grievances. - In close partnership with the legal team, represent the organization in external forums and ensure compliance with labour laws.

Functional Priorities: These are core HR responsibilities that enable business success through operational excellence and people-centric processes.

1. Talent Development & Capability Building

- Have a clear Succession plan and pipeline into Site Leadership Team (SLT) and SLT-1 roles. - Identify capability gaps and partner with L&D and TTO teams to build critical skills. - Support individual development planning and career growth. - Promote a learning culture aligned with business priorities (e.g., Leadership, LTO, Product Robustness, Process Robustness, Asset Robustness and People Robustness capabilities). - Apply Buy, Build and Transfer strategy to drive Capability.

2. Performance & Rewards

- Lead the performance management cycle with a focus on continuous feedback and accountability. - In close partnership with C&B CoE, implement compensation and benefits strategies that attract, retain, and motivate talent. - Ensure governance and fairness in performance and rewards processes. - Identify top performers and bottom performers early on and implement interventions accordingly.

3. HR Process Excellence & Service Delivery

- Continuously improve HR processes across the employee lifecycle in close partnership with HR shared services. - Guide HR Partners on escalations, compliance, and policy interpretation. - Leverage internal and external expertise to co-create solutions aligned with business needs.

4. Recruitment, Onboarding & Employee Experience

- Work in close partnership with Recruitment CoE to drive timely closure and on time joining for budgeted head count and ensure 100% staffing in Must Win Products and Products that Matter lines. - Deliver a seamless onboarding experience that accelerates integration and productivity. - Enhance employee experience through consistent, high-quality HR touchpoints.

5. HR Analytics & Insights

- Generate actionable insights through HR analytics and reporting received through Shared Services or SpadeX teams. - Use data to inform retention strategies and address workforce challenges.

6. Employee and Industrial Relations

- Develop and execute Industrial Relations strategy aligned to business objectives, ensuring strong ER/IR governance across operating sites. - Build proactive IR risk intelligence through deep understanding of labour laws, union dynamics, and workforce sentiment; guide site HR and leaders. - Drive positive employee relations, collective bargaining, and timely resolution of disputes to sustain industrial harmony. - Assess and manage IR impact of organizational changes and transformations, enabling smooth transitions and employee confidence. - Strengthen stakeholder relationships (government, community, contractors, local authorities) to protect compliance, continuity, and social license to operate.

MBA/Master degree/PG in Human Resources with atleast 10-12 years of experience (including managing a manufacturing site independently).

- Critical to have experience of transformation - Hands-on experience in handling HR processes in a Manufacturing site & Industrial Relations - Ability to work effectively with cross-functional teams and external partners. - Strong understanding of HR processes and continuous improvement methodologies. - Excellent communication, collaboration, and leadership skills.