HR Business Partner

Understanding of Pharma/API business, Industry HR best practices, Statutory and other legal requirements ((Labour Codes, Regulatory Audits, etc.)

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· Sound understanding, experience & expertise in managing employee life cycle of HR.

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· Should have managed workforce planning, Talent management and employee engagement.

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· Skilled in overall IR and related roles.

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· Financial acumen of the business, products, variable cost and fixed cost, especially the employee cost.

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· Must be aligned with the strategic planning and business planning.

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· Knowledge on developing industrial & employee relations strategies / polices and its implementations. Compliances, negotiation, liaising and legal handling skills

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Should have managed Government Officials/ Statutory officers etc.

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Interpersonal relationship, communication, assertive, Listening Skills, Negotiations and Problem Solving, Influencing skills, Conflict resolution, stakeholder management, emotional maturity, Resilience and bias for action.

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AREAS OF RESPONSIBILITY

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1

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Strategic Business Partnering

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· Partner with Production and Quality heads to forecast manpower needs based on the production pipeline. Manage the "Manpower Cost per Kg" metric

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· Conduct regular "HR Dipsticks" and "Stay Interviews" to gauge morale and prevent the "Broken Rung" phenomenon in technical middle management

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· Facilitate Floor engagement program for employees and contract workers (e.g. GEMBA, 5S etc.)

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· Lead site-level DEI initiatives, such as creating infrastructure and safety protocols to increase female representation in QC/QA and Production

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2

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Talent & Performance Management

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· Work with Site Operations Head and functional leaders to set performance expectation, facilitate performance support and performance feedback

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· Drive the Annual Appraisal cycle, ensuring that KPIs are balanced between output (volume) and quality (compliance/safety).

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· Drive performance efficiency and productivity program in partnership with Operations and Quality team.

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· Identify High-Potential (HiPo) employees on the shop floor and create development roadmaps to move them into supervisory roles

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· Collaborate with the L&D team to facilitate "Functional Skill-up" programs for employees

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· Facilitate identification of Critical roles/ talents and work on succession planning for the roles identified at the Site

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3

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Industrial Relations & Compliance

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· Spearhead the site-level implementation of the New Labour Codes, specifically communication to employees or workers on the changes and impacts of their interest.

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· Audit and oversee the lifecycle of contract labour, ensuring 100% compliance with PF, ESI, and Gratuity provisioning

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· Handle domestic inquiries and grievance redressal to maintain a strike-free environment

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· Develop relationship with Union leaders and related groups to ensure/ implement healthy work environment

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4

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Culture and Employee Engagement

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· Promote a culture of transparency, discipline, and trust.

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· Implement employee engagement and workplace climate improvement initiatives.

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· Lead employee engagement activities at Site and facilitate R&R program to improvement employee engagement/ satisfaction score.

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5

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Stakeholder Management

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· Collaborate with Plant Heads, Site HR Head, Legal, Production, and Safety functions.

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· Build relationships with local bodies, industry associations, and government officials.

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· Work with cross-functional teams across sites/ corporate function to ensure people agenda at Site is delivered effectively.

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