Unit People Business Partner (Factory)

1. Business Partnering & Manpower Planning

• Collaborate with business leaders to understand workforce requirements based on growth plans and capability needs.
• Analyze manpower data such as attrition trends, talent costs, and budgeted positions.
• Support manpower planning discussions and workforce budgeting.
• Assist leadership in finalizing manpower requirements and resource allocation.

2. Employee Experience, Career & Succession Planning

• Partner with functional heads to identify critical roles and key talent.
• Participate in talent review and succession planning discussions.
• Support Individual Development Plan (IDP) creation and refinement.
• Coordinate with Learning & Development teams to address training needs.
• Drive career development and job rotation initiatives.

3. Performance Management

• Facilitate goal-setting workshops and ensure alignment of individual goals with business objectives.
• Monitor completion of goal-setting, reviews, and performance discussions.
• Conduct goal audits to ensure compliance with organizational guidelines.
• Coordinate performance calibration and promotion discussions.
• Manage Performance Improvement Plans (PIP) and monitor employee progress.
• Provide guidance to managers on performance management processes.

4. Employee Relations

• Build strong employee connect and address grievances effectively.
• Conduct investigations related to workplace concerns, misconduct, harassment, or policy violations.
• Support disciplinary actions in accordance with company policies and labor laws.
• Analyze employee engagement survey results and support action planning.
• Conduct exit interviews and provide retention insights and recommendations.

5. Internal Consulting & Organization Development

• Support organization design and restructuring initiatives.
• Review workforce structures and recommend optimization opportunities.
• Assist in designing and reviewing incentive programs.
• Drive organizational development and change management initiatives.
• Ensure effective implementation and sustainability of OD programs.

6. Recruitment & Selection

• Conduct interviews and assess candidate suitability.
• Coordinate hiring processes with recruitment teams and business stakeholders.
• Participate in salary negotiations and offer discussions.
• Review candidate documentation and ensure compliance with hiring guidelines.
• Conduct onboarding and induction programs for new employees.

Required Knowledge

• Labor laws, statutory compliance, and employment regulations.
• Employee relations and grievance management.
• Disciplinary processes and workplace investigations.
• Labor market trends and workforce planning.
• Industry best practices in HR and employee engagement.
• Productivity metrics and benchmarking.

Key Stakeholders

Internal

• Business Leadership Team
• Corporate HR Team
• Learning & Development Team
• Compensation & Benefits Team
• Regional Sourcing Teams

External

• HR Consultants
• Recruitment Partners

Success Metrics

• Adherence to HR process timelines.
• Accuracy of manpower planning and workforce forecasting.
• Quality of hires and candidate experience.
• Employee engagement and retention levels.
• Effective performance management execution.
• Compliance with labor laws and company policies.
• Successful implementation of organizational development initiatives.

Key Skills & Competencies

• Business Acumen
• Strategic Thinking
• Relationship Management
• Stakeholder Management
• Influencing & Negotiation Skills
• Problem Solving & Decision Making
• Change Management
• Employee-Centric Approach
• Accountability & Ownership
• Team Collaboration
• Strong Communication Skills