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.

Function: Human Resources
Experience Level: Mid-Senior Level