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human resource business partner Jobs in Mumbai

human resource business partner

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senior hr business partner Jobs in Mumbai

senior hr business partner

human resources business partner

Aditya Birla Fashion and Retail Ltd.

<div>
 
 
 Location:
 
 Mumbai, India
 
 
 
 Role Type:
 
 Full-time, In-Store
 
 
 
 Role Overview
 
 
 
 The In-Store HR Business Partner (HRBP) is responsible for driving the people strategy within the store, supporting operational excellence, and ensuring that the brand values of Galeries Lafayette are reflected in the employee experience. This role acts as a strategic advisor to Store Leadership while also managing day-to-day HR operations, employee relations, performance management, and talent development.
 
 
 
 
 
 
 Key Responsibilities
 
 
 
 
 1. HR Business Partnership
 
 
 <ul>
 <li>
 Collaborate with the stakeholders to align HR initiatives with business objectives.
 </li>
 <li>
 Provide support on workforce planning &amp; budgeting, team effectiveness, employee experience, and development.
 </li>
 <li>
 Build strong relationships with store teams and act as a trusted advisor.
 </li>
 <li>
 Design and implement an exceptional onboarding and induction experience for new hires.
 </li>
 <li>
 Conduct weekly one-one sessions with the retail staff to understand concerns and actionable.
 </li>
 <li>
 Publish monthly HR dashboards with the stakeholders
 </li>
 </ul>
 
 
 2. Training &amp; Development
 
 
 <ul>
 <li>
 Partner with L&amp;D team and coordinate retail staff trainings aligned with GL service standards.
 </li>
 <li>
 Coordinate and roll-out store-level training in partnership with the L&amp;D team (customer service, grooming, brand &amp; product knowledge, behavioral competencies etc.).
 </li>
 <li>
 Track training completion, effectiveness, and compliance and publish monthly dashboards.
 </li>
 <li>
 Facilitate mandatory trainings and adherence (POSH, fire-safety, compliance etc)
 </li>
 </ul>
 
 
 3. Employee Relations &amp; Engagement
 
 
 <ul>
 <li>
 Act as the primary HR contact for store employees, providing support on workplace issues.
 </li>
 <li>
 Manage grievances, employee concerns, and disciplinary procedures in line with company policy.
 </li>
 <li>
 Drive store-level engagement initiatives, communication forums, townhalls and recognition programs.
 </li>
 </ul>
 
 
 4. Performance Management
 
 
 <ul>
 <li>
 Support managers in the goal-setting process, mid-year reviews, and annual appraisal cycles for their teams.
 </li>
 <li>
 Implement and track Performance Improvement Plans for staff in consultation with the stakeholders
 </li>
 <li>
 Facilitate monthly/ quarterly/ half-yearly and yearly performance feedback conversation with the teams
 </li>
 </ul>
 
 
 5. HR Operations &amp; Compliance
 
 
 <ul>
 <li>
 Oversee attendance, leave administration, roster upload &amp; implementation on PeopleStrong as well as on the shop floor.
 </li>
 <li>
 Ensure adherence to statutory requirements (POSH, Shops &amp; Establishments Act, etc.). Mitigate issues wherever necessary.
 </li>
 <li>
 Maintain documentation, HR audits, and ensure policy compliance.
 </li>
 </ul>
 
 
 6. Culture &amp; Brand Representation
 
 
 <ul>
 <li>
 Promote Galeries Lafayette&rsquo;s luxury retail service standards across the employee lifecycle.
 </li>
 <li>
 Drive initiatives that reinforce company culture, diversity, inclusion, and high performance.
 </li>
 </ul>
 
 
</div>

Human Resources Business Partner

IT Consulting LLP

<div>
 
 Job Description &ndash; Human Resources (Generalist / HRBP Role)
 
 
 
 Location: Navi Mumbai
 
 
 Reporting To: Functional Head &ndash; Human Resources and administrative CEO &ndash; BioEnergy
 
 
 Employment Type: Full-time
 
 
 engaging work environment.
 
 
 <ul>
 <li>
 Key Responsibilities
 </li>
 <li>
 Talent Acquisition (60%)
 </li>
 <li>
 Manage end-to-end recruitment lifecycle across all levels.
 </li>
 <li>
 Coordinate with functional heads to understand hiring needs and prepare job descriptions and KRAs.
 </li>
 <li>
 Source candidates through job portals, social media, referrals, own network and recruitment consultants.
 </li>
 <li>
 Track and report key hiring metrics like TAT, offer-to-join ratio, and recruitment costs.
 </li>
 <li>
 Ensure a smooth onboarding experience (offer till Induction) for new joiners.
 </li>
 <li>
 Prepare a Talent Pool using social media, Campus drive and other sources.
 </li>
 <li>
 Employee Engagement &amp; Experience
 </li>
 <li>
 Execute employee engagement activities, celebration events, and feedback surveys.
 </li>
 <li>
 Support employee retention through regular connects, morale-boosting initiatives, and recognition programs.
 </li>
 <li>
 Employee Relations &amp; Grievance Handling
 </li>
 <li>
 Serve as the first point of contact for employee grievances.
 </li>
 <li>
 Ensure timely resolution of issues in compliance with company policies and labour laws. Also suggest changes to be made in policy, if any.
 </li>
 <li>
 Promote open-door policy and a respectful, inclusive work culture.
 </li>
 <li>
 HR MIS and Data Reporting
 </li>
 <li>
 Maintain recruitment and HR operation trackers with accurate, up-to-date data.
 </li>
 <li>
 Generate monthly/quarterly reports on hiring, attrition, headcount, and other HR metrics.
 </li>
 <li>
 HR Business Partnering
 </li>
 <li>
 Collaborate with business units to provide HR solutions aligned with organizational goals.
 </li>
 <li>
 Support in performance management, training needs identification, and manpower planning.
 </li>
 <li>
 Market Intelligence &amp; Competition Mapping
 </li>
 <li>
 Gather and analyse data on industry trends, compensation benchmarks, and talent movement.
 </li>
 <li>
 Scout for best talent in the competition and industry.
 </li>
 <li>
 Share insights with HR leadership to improve hiring strategy and talent retention.
 </li>
 <li>
 Share best practices implemented or new trend in the industry.
 </li>
 <li>
 Participate in Seminars and represent ORSL
 
 
 </li>
 </ul>
 
 Candidate Profile
 
 
 
 <ul>
 <li>
 Education: Any Graduate with MBA/PGDM in Human Resources (Full time).
 </li>
 <li>
 Experience: 5&ndash;8 years in HR roles, with a strong foundation in recruitment and generalist functions in Waste management, Bio-Energy, Chemical OR Environmental Industry
 </li>
 <li>
 Key Skills:
 </li>
 <ul>
 <li>
 Recruitment expertise
 </li>
 <li>
 Excellent communication and stakeholder management
 </li>
 <li>
 HR analytics and MIS
 </li>
 <li>
 Strong problem-solving and interpersonal skills
 </li>
 <li>
 Proficiency in Excel, PowerPoint, and HRIS software
 </li>
 </ul>
 </ul>
 Skills: employee engagement,human resources,hr generalist,hiring,recruitment
</div>

Human Resource Business Partner

Westin Hotels & Resorts

<div>
 
 Additional Information
 
 
 
 
 Job Number
 
 25187858
 
 
 
 Job Category
 
 Human Resources
 
 
 
 Location
 
 The Westin Mumbai Garden City, Goregaon East, Mumbai, Maharashtra, India, 400063VIEW ON MAP
 
 
 
 Schedule
 
 Full Time
 
 
 
 Located Remotely?
 
 N
 
 
 
 Position Type
 
 Management
 
 
 
 Job Summary
 
 
 
 As a member of the property Human Resources support staff, he/she works with Human Resources employees to carry out the daily activities of the Human Resource Office including oversight of recruitment, total compensation, Payroll and Compliances. Additionally, he/she focuses on delivering HR services that meet or exceed the needs of employees and enable business success; as well as ensures compliance with all applicable laws, regulations and operating procedures.
 
 
 
 CANDIDATE PROFILE
 
 
 
 
 Education And Experience
 
 
 
 <ul>
 <li>
 High school diploma or GED; 3 years experience in the human resources, management operations, or related professional area.
 
 
 </li>
 </ul>
 OR
 
 
 <ul>
 <li>
 2-year degree from an accredited university in Human Resources, Business Administration, or related major; 1 year experience in the human resources, management operations, or related professional area.
 
 
 </li>
 </ul>
 
 CORE WORK ACTIVITIES
 
 
 
 
 Managing Recruitment and Hiring Process
 
 
 
 <ul>
 <li>
 Assists in the interviewing and hiring of Human Resource employee team members with the appropriate skills, as needed.
 </li>
 <li>
 Establishes and maintains contact with external recruitment sources.
 </li>
 <li>
 Attends job fairs and ensures documentation of outreach efforts in accordance with Human Resource Standard Operating Procedures.
 </li>
 <li>
 Networks with local organizations (e.g., Hotel Association and peers) to source candidates for current or future openings.
 </li>
 <li>
 Oversees/monitors candidate identification and selection process.
 </li>
 <li>
 Provides subject matter expertise to property managers regarding selection procedures.
 </li>
 <li>
 Partners with vendor partners to ensure effective advertisement efforts are being utilized for open positions in appropriate venues to attract a diverse candidate pool.
 </li>
 <li>
 Performs quality control on candidate identification/selection.
 
 
 </li>
 </ul>
 
 Administering And Educating Employee Benefits
 
 
 
 <ul>
 <li>
 Works with the unemployment services provider to respond to unemployment claims; reviews provider reports for accuracy and corrects errors.
 </li>
 <li>
 Prepares, audits and distributes unemployment claim activity reports to property management.
 </li>
 <li>
 Attends unemployment hearings and ensures property is properly represented.
 </li>
 <li>
 Ensures that department has the available resources on hand to administer employee.
 
 
 </li>
 </ul>
 
 Managing Employee Development
 
 
 
 <ul>
 <li>
 Supports a departmental orientation program for employees to receive the appropriate new hire training to successfully perform their job.
 </li>
 <li>
 Ensures employees are cross-trained to support successful daily operations.
 </li>
 <li>
 Uses all available on the job training tools for employees; supervise on-going training initiatives and conducts training, when appropriate.
 </li>
 <li>
 Ensures coordination and facilitation of new hire orientation program to generate a positive first impression for employees and emphasize the importance of guest service in company culture.
 </li>
 <li>
 Ensures attendance by all new hires and participation of the leadership team in training programs
 </li>
 <li>
 Collaborates with management team to ensure departmental orientation processes are in place and employees receive the appropriate new hire training to successfully perform their job.
 
 
 </li>
 </ul>
 
 Maintaining Employee Relations
 
 
 
 <ul>
 <li>
 Assists in maintaining effective employee communication channels in the property (e.g., develops daily communications and assists with regularly scheduled property-wide meetings).
 </li>
 <li>
 Reviews progressive discipline documentation for accuracy and consistency, and checks for supportive documentation and is accountable for determining appropriate action.
 </li>
 <li>
 Utilizes an &ldquo;open door&rdquo; policy to acknowledge employee problems or concerns in a timely manner
 </li>
 <li>
 Ensures employee issues are referred to the Department Manager for resolution or escalated to the Director of Human Resources/Multi-Property Director of Human Resources.
 </li>
 <li>
 Partners with Loss Prevention to conduct employee accident investigations, as necessary.
 </li>
 <li>
 Communicates performance expectations in accordance with job descriptions for each position.
 
 
 </li>
 </ul>
 
 Managing Legal and Compliance Practices
 
 
 
 <ul>
 <li>
 Ensures employee files contain required employment paperwork, proper performance management and compensation documentation, are properly maintained and secured for the required length of time.
 </li>
 <li>
 Ensures compliance with procedure for accessing, reviewing, and auditing employee files and ensure compliance with the Privacy Act.
 </li>
 <li>
 Ensures medical records are maintained in a separate, secure and confidential medical file.
 </li>
 <li>
 Facilitates random, reasonable belief and post accident drug testing process (in properties where applicable).
 </li>
 <li>
 Communicates property rules and regulations via the employee handbook.
 </li>
 <li>
 Ensures all safety and security policies (e.g., property removal, lost and found items, blood borne pathogens, accident reporting, and hygiene) are communicated to employees on a regular basis through orientation, property meetings, bulletin boards, etc.
 </li>
 <li>
 Conducts periodic claims reviews with Regional Claims office to ensure claims are closed in a timely manner and reserve levels are appropriate for open claims.
 </li>
 <li>
 Represents Human Resources at the property Safety Committee; helps to identify ways to create awareness of the importance of safety in the workplace and decrease accident frequency and severity.
 </li>
 <li>
 Manages Workers Compensation claims to ensure appropriate employee care and manage costs.
 </li>
 <li>
 Oversees the selection/non-selection and offers processes to ensure proper procedures are followed (e.g., valid reasons for selection/non-selection and applicants receive status notifications).
 
 
 </li>
 </ul>
 
 At Marriott International, we are dedicated to being an equal opportunity employer, welcoming all and providing access to opportunity. We actively foster an environment where the unique backgrounds of our associates are valued and celebrated. Our greatest strength lies in the rich blend of culture, talent, and experiences of our associates. We are committed to non-discrimination on any protected basis, including disability, veteran status, or other basis protected by applicable law.
 
 
 
 At Westin, we are committed to empowering guests to regain control and enhance their well-being when they need it most while traveling, ensuring they can be the best version of themselves. To achieve the brand mission of becoming the preeminent wellness brand in hospitality, we need passionate and engaged associates to bring the brand&rsquo;s unique programming to life. We want our associates to embrace their own well-being practices both on and off property. You are the ideal Westin candidate if you are passionate; you are active and take pride in how you maintain your well-being; you are optimistic; you are adventurous.
 
 Be
 
 where you can do your best work,
 
 begin
 
 your purpose,
 
 belong
 
 to an amazing global team, and
 
 become
 
 the best version of you.
</div>

Human Resources Manager

Experian

<div>
 
 
 Company Description
 
 
 
 
 Experian unlocks the power of data to create opportunities for consumers, businesses and society. We gather and analyse data in ways others can't. We help individuals take financial control and access financial services, businesses make smarter decision and succeed, lenders lend more responsibly, and organisations prevent identity fraud and crime. For more than 125 years, we've helped consumers and clients prosper, and economies and communities flourish &ndash; and we're not done. Our 17,800 people in 45 countries believe the possibilities for you, and our world, are growing. We're investing in new technologies, experienced people and new ideas so we can help create a better tomorrow.
 
 
 
 
 Job Description
 
 
 
 
 We are hiring a Senior HR Business Partner to lead and execute the people strategy for our high-performing Product organisation across EMEA and APAC. This is a key role driving organisation effectiveness, leadership engagement, and delivering talent solutions that support innovation and scale in the region.
 
 
 The Senior HRBP will work closely with Product leaders to shape people plans connecting business priorities with future-fit workforce strategies, unlock leadership capability, and foster a culture of innovation, ownership, and focus. The role requires driving execution by collaborating with market HRBPs and GDC HR Teams. This role balances the strategic thinking and thrives on making business impact plans.
 
 
 We are looking for someone who brings strong HR partnership experience in product-centric, agile environments, and who can operate effectively across matrix structures and cultures.
 
 
 
 Strategic Business Partnering
 
 
 
 <ul>
 <li>
 Partner with the EMAP Product Leadership Team to align people strategy with business acceleration goals, focusing on productivity, capability, and engagement.
 </li>
 <li>
 Act as a coach and trusted advisor to senior leaders, helping them navigate transformation, evolving delivery models, and team performance challenges.
 </li>
 <li>
 Build workforce and org strategies that support sustainable scale, lean structures, and agile collaboration.
 </li>
 <li>
 Use data-driven insights (engagement, productivity, retention, talent health) to inform action and influence outcomes.
 
 
 </li>
 </ul>
 
 Execution &amp; Cross-HR Collaboration
 
 
 
 <ul>
 <li>
 Lead the rollout of people plans in partnership with Market and GDC HRBPs, ensuring global and regional initiatives are embedded effectively at the local level.
 </li>
 <li>
 Ensure clarity, consistency, and local adaptability in how people initiatives are implemented across regions.
 </li>
 <li>
 Translate strategic direction into actionable plans, with ownership for execution follow-through, monitoring, and improvement.
 </li>
 <li>
 Partner with cross-functional HR teams to coordinate delivery, remove blockers, and drive accountability.
 
 
 </li>
 </ul>
 
 Organisation Design &amp; Change
 
 
 
 <ul>
 <li>
 Support org design, structure alignment, and workforce planning to optimise team effectiveness and flow of work.
 </li>
 <li>
 Lead change management efforts, ensuring leaders and employees are well-supported through transitions and transformation initiatives.
 </li>
 <li>
 Bring clarity and simplification to operating models, team roles, and capability priorities.
 
 
 </li>
 </ul>
 
 Talent &amp; Capability Development
 
 
 
 <ul>
 <li>
 Shape and deliver talent strategies in partnership with leaders &ndash; including succession, mobility, and fit-for-future capability planning.
 </li>
 <li>
 Champion internal career growth and readiness by driving strong feedback, coaching, and development culture.
 </li>
 <li>
 Influence the design and delivery of leadership and team effectiveness programmes to support business needs.
 
 
 </li>
 </ul>
 
 
 Qualifications
 
 
 
 
 
 What You will Bring
 
 
 
 
 
 Experience
 
 
 
 
 <ul>
 <li>
 8+ years in HR Business Partnering or HR leadership roles, preferably in product, SaaS, or tech-driven environments.
 </li>
 <li>
 Proven success in a matrixed environment with cross-border teams and Global Development center model.
 </li>
 <li>
 Experience balancing strategic input with hands-on execution &ndash; landing plans through others across diverse markets.
 </li>
 <li>
 Strong background in organisation design, change management, and leadership coaching.
 </li>
 <li>
 Commercial fluency and ability to link people solutions directly to business impact
 
 
 </li>
 </ul>
 
 
 Mindset &amp; Capabilities
 
 
 
 
 <ul>
 <li>
 Strategic yet execution-oriented &ndash; able to connect the dots and deliver outcomes.
 </li>
 <li>
 Collaborative and highly effective at working across organisational and cultural boundaries.
 </li>
 <li>
 Strong communicator and influencer with presence and clarity at senior levels.
 </li>
 <li>
 Solutions-focused, proactive, and comfortable in high-complexity, fast-paced environments.
 </li>
 <li>
 Brings a mindset of continuous improvement, simplification, and focus.
 
 
 </li>
 </ul>
 
 
 Qualifications
 
 
 
 
 <ul>
 <li>
 Degree in Human Resources, Business, Psychology, or related field.
 </li>
 <li>
 Fluent in English (spoken and written).
 </li>
 <li>
 Willingness to travel occasionally within EMAP (~5%).
 
 
 </li>
 </ul>
 
 
 Additional Information
 
 
 
 
 
 Why Join Us
 
 
 
 This is a pivotal HR role supporting a high-impact Regional Product organisation. If you&rsquo;re passionate about scaling performance, simplifying complexity, and driving meaningful talent outcomes &ndash; this role gives you the platform and influence to do just that.
 
 
 Experian Careers - Creating a better tomorrow together
 
 
 Find out what its like to work for Experian by clicking here
</div>

Manager - HR - Operations - CBS - TAL - Learning - Mumbai

Hansa Research Group

<div>
 
 
 Job Summary:
 
 The Junior HR Executive will play a key role in managing HR operations, employee relations, and implementing HR policies. This position requires a strong background in HR management, excellent communication skills, and the ability to foster a positive work environment. The ideal candidate will be proactive in addressing HR challenges and driving HR initiatives aligned with the organization&rsquo;s goals.
 
 
 
 
 
 
 Key Responsibilities:
 
 
 <ul>
 <li>
 Recruitment &amp; Onboarding
 </li>
 <li>
 Employee Relations
 </li>
 <li>
 HR Operations
 </li>
 <li>
 Employee Engagement
 </li>
 <li>
 HR Reporting and Analytics
 </li>
 </ul>
 
 
 
 
 
 Requirements:
 
 
 <ul>
 <li>
 Bachelor&rsquo;s degree in Human Resources, Business Administration, or a related field (Master&rsquo;s degree preferred).
 </li>
 <li>
 Smart Fresher/ 1-2 years of experience in HR
 </li>
 <li>
 Strong knowledge of labor laws, employment regulations, and HR best practices.
 </li>
 <li>
 Proficiency in HRIS and Microsoft Office (Excel, Word, PowerPoint).
 </li>
 <li>
 Excellent interpersonal, communication, and negotiation skills.
 </li>
 <li>
 Ability to handle confidential information with discretion.
 </li>
 <li>
 Strong organizational and multitasking abilities.
 </li>
 </ul>
 
 
 
 
 
 Preferred Skills:
 
 
 <ul>
 <li>
 Experience with HR software and talent management systems.
 </li>
 <li>
 Experience in a fast-paced, dynamic environment is preferred.
 </li>
 </ul>
 
 
 
 
 
 
 
 
 
 *This is a contractual role for 6 months*
 
 
 
</div>

Junior Executive - HR

IDFC FIRST Bank

<div>
 
 Job Requirements
 
 
 
 About the Role
 
 
 The Lead &ndash; Employee Relations will serve as the subject-matter expert and trusted advisor on all Employee Relations (ER) matters for Wholesale Banking, New Age Channels, and Contact Centres. This strategic role is responsible for fostering a fair, compliant, and people-first culture by partnering with senior leaders, HR Business Partners, and line managers. The incumbent will manage complex disciplinary and grievance cases end-to-end, design preventive ER programs, identify systemic risks through people-data analysis, and ensure ER practices are legally sound, consistent, and aligned with the bank&rsquo;s values.
 
 
 Key Responsibilities
 
 
 
 Primary Responsibilities
 
 
 
 Own end-to-end management of misconduct and disciplinary cases, ensuring alignment with bank policies and principles of natural justice.
 
 
 Ensure documentation, timelines, and archival of case files meet audit and regulatory standards.
 
 
 Drive timely resolution of cases while maintaining confidentiality, fairness, and legal defensibility.
 
 
 Provide expert guidance to HRBPs, business heads, and line managers on performance issues, conduct concerns, disciplinary actions, and remedial measures.
 
 
 Coach managers on investigation best practices, difficult conversations, disciplinary letters, and fair performance improvement plans.
 
 
 Act as the escalation point for high-sensitivity or high-impact cases and collaborate with senior leadership on resolution.
 
 
 Manage and resolve employee grievances through structured, empathetic, and timely interventions (e.g., informal conciliation, mediation, formal grievance hearings).
 
 
 Ensure grievance mechanisms are accessible, impartial, and perceived as fair across business units.
 
 
 Design and implement preventive ER initiatives such as manager workshops, employee awareness campaigns, leadership sensitization, and behavioural interventions.
 
 
 Partner with learning and leadership teams to embed consistent people-management practices across Wholesale Banking, Digital/New Age Channels, and Contact Centres.
 
 
 Analyze ER metrics and case trends to identify systemic risks and recommend policy, process, or capability interventions.
 
 
 Develop dashboards and periodic reports for senior leadership, Audit, Compliance, and Legal teams to highlight trends, risk outlook, and corrective actions.
 
 
 Lead policy formulation and periodic reviews for employee conduct, disciplinary procedures, grievance redressal, and related processes.
 
 
 Collaborate with Legal, Compliance, Risk, and Internal Audit to ensure ER processes meet regulatory requirements and mitigate litigation or regulatory risk.
 
 
 Ensure ER practices are aligned with statutory requirements, labour laws, and industry best practices.
 
 
 Support cross-functional investigations (e.g., fraud, ethics, regulatory matters) and represent ER in relevant committees.
 
 
 Promote inclusion, ethical behaviour, and the bank&rsquo;s values in everyday practice.
 
 
 Secondary Responsibilities
 
 
 Support organizational initiatives related to culture, compliance, and leadership development from an ER perspective.
 
 
 Contribute to cross-functional projects and committees as the ER representative.
 
 
 Education
 
 
 Graduate degree in any discipline
 
 
 Postgraduate degree in Human Resources or Law (preferred).
 
 
 Professional certifications in Labour Law, Employee Relations, or HR Compliance are an added advantage.
 
 
 
 Experience
 
 
 
 Minimum 15 years of progressive experience in HR or Employee Relations.
 
 
 Prior experience in banking, financial services, or other highly regulated sectors is preferred.
 
 
 Proven track record of managing complex ER cases, policy formulation, and stakeholder engagement.
 
 
 Skills and Attributes
 
 
 
 Technical Skills
 
 
 
 Strong understanding of labour laws, regulatory frameworks, and ER case management tools.
 
 
 Proficiency in data analysis and dashboard creation for ER metrics.
 
 
 
 Functional Skills
 
 
 
 Expertise in grievance handling, disciplinary procedures, and policy development.
 
 
 Ability to coach and influence senior stakeholders and line managers
 
 
 
 Behavioural &amp; Soft Skills
 
 
 
 High ethical standards, discretion, and integrity.
 
 
 Strong interpersonal, communication, and conflict resolution skills.
 
 
 Analytical mindset with a proactive approach to risk identification and mitigation.
</div>

Lead-Employee Relations

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