Human Resources Business Partner II

Brief Job Description: 

Responsibilities and Measurement Criteria with Time investment Needed on Each:  

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  Support end-to-end employee lifecycle processes including onboarding, attendance, employee records, separations, and HR documentation.
  


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  Monitor workforce availability, absenteeism, and contract workforce administration.
  


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  Support payroll inputs, leave management, statutory compliance, and audit requirements.
  

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  Support recruitment and onboarding of operators, technicians, apprentices, and contract employees.
  


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  Address employee queries, grievances, and workplace concerns.
  


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  Drive employee engagement, communication, welfare, and retention initiatives.
  

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  Partner with Production and Functional Leaders to address workforce challenges impacting plant performance.
  


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  Support initiatives related to productivity, workforce stability, 5S, and continuous improvement.
  


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  Promote employee involvement and a positive shopfloor culture.
  

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  Coordinate training, capability-building, and employee awareness programs.
  


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  Partner with HR COEs including Talent Acquisition, Talent Management, Payroll, HR Operations, Learning, Onboarding, and Benefits teams to deploy HR programs and policies effectively within the plant.
  


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  Act as a local HR champion to drive adoption of corporate HR initiatives.
  

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  Utilize HR systems, digital tools, and AI-enabled solutions to improve efficiency and employee experience.
  


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  Maintain HR reports, workforce analytics, and operational dashboards to support decision-making.
  

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  Mandatory 5-6 years of experience in a Manufacturing Plant HR role.
  


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  Experience in contract workforce management and shopfloor HR activities is essential.
  


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  Exposure to engineering, electrical, electronics, or industrial manufacturing environments preferred.
  

Qualifications:

Required/ Minimum Qualifications: 

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  Graduate in any discipline.
  


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  MBA / PGDM in Human Resources must.
  

Time Travel Needed: 

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  Minimal travel to corporate office or other manufacturing locations for training, HR reviews, and project support.
  


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  Travel (5–10%) within Ambernath, Badlapur, Ulhasnagar, Dombivli, Kalyan, Taloja, Navi Mumbai and surrounding industrial belts to gather market intelligence on compensation, benefits, workforce practices, hiring trends, employee welfare programs, and retention initiatives to support competitive employee offerings and workforce stability.