HRBP - Mumbai (Lower Parel)

Key Responsibilities

1. HR Business Partnering

• Act as a trusted HR partner to business leaders and functional heads.


• Understand business objectives and translate them into effective HR strategies and initiatives.


• Provide HR advisory and support on employee-related matters.


• Partner with managers on workforce planning, organization structure and people-related decisions.


• Identify people challenges and recommend practical HR solutions.

2. Talent Acquisition & Recruitment

• Manage end-to-end recruitment for assigned business functions, from understanding requirements to onboarding.


• Partner with hiring managers to understand manpower requirements and define appropriate hiring strategies.


• Source candidates through job portals, LinkedIn, referrals, consultants and other relevant channels.


• Conduct initial screening and coordinate interviews with business stakeholders.


• Manage offer discussions, negotiations and joining formalities.


• Build and maintain strong talent pipelines for critical and recurring positions.


• Ensure timely closure of positions while maintaining quality of hire.

3. Employee Engagement & Employee Relations

• Drive employee engagement initiatives and people-focused programs.


• Act as a point of contact for employees and managers on HR-related matters.


• Support resolution of employee grievances and workplace concerns.


• Conduct employee connect initiatives and gather feedback to identify areas of improvement.


• Promote a positive and productive workplace culture.

4. Performance Management

• Support the implementation and administration of performance management processes.


• Partner with managers during goal setting, performance reviews and development discussions.


• Identify performance-related concerns and support managers in addressing them effectively.


• Facilitate talent review and succession planning initiatives where required.

5. Learning & Development

• Identify training and development needs in partnership with business leaders.


• Coordinate with the L&D team to implement relevant development programs.


• Support career development and capability-building initiatives for employees.

6. HR Operations & Policies

• Ensure effective implementation of HR policies and processes across assigned business functions.


• Work closely with HR Operations on employee lifecycle activities including onboarding, transfers, promotions and exits.


• Maintain accurate HR data, reports and MIS.


• Ensure adherence to applicable HR policies, processes and statutory requirements.

 Payroll Coordination & Oversight: Oversee and review the monthly payroll process for the assigned employees, including validation of salary sheets, attendance/leave inputs, incentives, deductions, new joiners, exits and other payroll-related changes. Coordinate with the payroll/finance team to ensure accurate and timely salary processing and resolve payroll discrepancies,