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hr business partner, vice president Jobs in Mumbai

hr business partner, vice president

human resources business partner - operations, sapmena zone Jobs in Mumbai

human resources business partner - operations, sapmena zone

human resources business partner mumbai Jobs in Mumbai

human resources business partner mumbai

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human resources coordinator

human resources business partner operations sapmena zone

L'Oréal

<div>
 L&rsquo;Or&eacute;al is present in 150 markets on five continents. For more than a century, L&rsquo;Or&eacute;al has devoted itself solely to &lsquo;Create beauty that moves the world&rsquo;; it is now the industry world leader with &euro;42 billion consolidated sales. Together, we solve complex challenges at scale, while making sure we stay committed to making the world a more inclusive and a better place for everyone &amp; our planet. Our daring Operations team of thousands of exceptional minds don&rsquo;t just work on complex challenges; They help create sustainable and inclusive beauty alongside our partners by crafting, innovating, sourcing, producing, and delivering millions of products and services that touch every corner of the globe.
 
 
 Would you like to be a part of the adventure?
 
 
 We have a suitable opening for the role of
 
 Human Resources Business Partner for the Operations Function for the SAPMENA
 
 zone.
 
 
 You will join a collaborative, high‑performing HR team embedded in the Operations m&eacute;tier, supporting Manufacturing and Upstream functions across the SAPMENA zone. As HR Business Partner (Manufacturing &amp; Upstream), reporting to the HR Director and based in
 
 Mumbai
 
 , you will be the strategic people lead for upstream teams&mdash;Sourcing, Packaging, Manufacturing, Development, Quality, EHS and others&mdash;partnering with site and zone leadership to design and deliver people plans that drive operational performance and transformation.
 
 
 
 Key Responsibilities
 
 
 
 <ul>
 <li>
 Translate business priorities into workforce plans; lead organisation design, role sizing and redeployment to optimise skills, capacity and costs.
 </li>
 <li>
 Lead attraction, selection and development initiatives; co‑design career management and succession plans with the HR Director to retain and grow critical talent.
 </li>
 <li>
 Define hiring priorities for critical Operations roles and design targeted sourcing strategies to build high‑quality pipelines for technical, frontline and leadership positions.
 </li>
 <li>
 Ensure rigorous, competency‑based selection and onboarding: enable hiring managers, streamline decisions and accelerate time‑to‑productivity and retention.
 </li>
 <li>
 Strengthen employer branding for Operations to ensure long‑term candidate pipelining.
 </li>
 <li>
 Partner with senior management to develop and implement employee engagement strategies, support manager action plans and lead employee communications.
 </li>
 <li>
 Drive HR projects, policies and practices that improve employee welfare, quality of work‑life and the organisation&rsquo;s overall performance.
 </li>
 <li>
 Support HR aspects of Group transformation programs (Simplicity, Sustainability, Digital); design and lead strategic HR initiatives for the Operations function.
 </li>
 <li>
 Participate in headcount planning and budget management; provide workforce cost‑optimisation recommendations and redeployment solutions.
 </li>
 <li>
 Consolidate and analyse HR KPIs and annual reports; promote L&rsquo;Or&eacute;al&rsquo;s employer image, diversity and code of ethics while outlining HR risks and operational priorities for the business.
 
 
 </li>
 </ul>
 
 Key Relationships
 
 
 
 <ul>
 <li>
 Reports to: HR Director- Upstream
 </li>
 <li>
 Internal Stakeholders &ndash; Upstream Business teams, Internal HR teams &ndash; Country HR, Plant HR, Global and Zone HR teams
 </li>
 <li>
 External Stakeholders &ndash; Suppliers, Vendors, External agencies and consultants.
 
 
 </li>
 </ul>
 
 Education
 
 
 
 <ul>
 <li>
 MBA in Human Resources with 5-7 years of relevant experience
 
 
 </li>
 </ul>
 
 What&rsquo;s In It For You
 
 
 
 <ul>
 <li>
 A place for you to leave your comfort zone and grow beyond your potential (here, you&rsquo;ll be encouraged to try new things and take risks!)
 </li>
 <li>
 Real responsibility from day 1, there&rsquo;s no sitting on the sidelines at L&rsquo;Or&eacute;al
 </li>
 <li>
 An environment where people of every ethnicity, social background, age, religion, gender and sexual orientation as well as people with disabilities are accepted, can speak up, will thrive and are celebrated!
 </li>
 <li>
 A place where you can contribute to something bigger! Many of our brands have societal /environmental causes to make concrete difference
 
 
 </li>
 </ul>
 We&rsquo;re committed to guaranteeing inclusive recruitment processes and to advocating for hiring and promoting each candidate in an ethical and equitable way. The Group strictly prohibits discrimination against any applicant for employment because of the individual&rsquo;s gender identity or expression, sexual orientation, visible and/or invisible disabilities, socio-economic and/or multicultural origins, health conditions, age, religion, or any other characteristics protected by law.
</div>

Human Resources Business Partner - Operations, SAPMENA Zone

HDFC Bank

<div>
 
 
 Job Title: Talent Acquisition Partner
 
 
 
 
 Department: Human Resources
 
 
 
 
 Location:
 
 Multiple (e.g., Mumbai)
 
 
 
 Experience Required:
 
 3&ndash;10 years (preferably in BFSI sector)
 
 
 
 Key Responsibilities:
 
 
 
 
 1. Recruitment &amp; Sourcing
 
 
 <ul>
 <li>
 Manage end-to-end recruitment lifecycle: sourcing, screening, interviewing, and offer roll-out.
 </li>
 <li>
 Leverage multiple sourcing channels including job portals, social media, and internal databases.
 </li>
 <li>
 Collaborate with business units to understand hiring needs and ensure timely closures.
 </li>
 <li>
 Partner with campus strategy teams for fresher hiring and internship programs.
 </li>
 </ul>
 
 
 2. Candidate Experience
 
 
 <ul>
 <li>
 Ensure smooth and engaging candidate experience throughout the hiring process.
 </li>
 <li>
 Maintain timely communication and follow-ups to reduce dropouts, and ensure smooth onboarding
 </li>
 <li>
 Coordinate onboarding activities with L&amp;D and HR operations.
 </li>
 </ul>
 
 
 3. Stakeholder Management
 
 
 <ul>
 <li>
 Build strong relationships with business leaders to align recruitment strategies.
 </li>
 <li>
 Provide insights and solutions to hiring bottlenecks.
 </li>
 <li>
 Ensure adherence to SLAs and TATs for recruitment processes.
 </li>
 </ul>
 
 
 4. HR Operations &amp; Compliance
 
 
 <ul>
 <li>
 Maintain accurate candidate data in recruitment systems (e.g., E-Rec).
 </li>
 <li>
 Ensure compliance with internal recruitment policies and external regulations.
 </li>
 <li>
 Monitor and improve recruitment metrics and analytics.
 </li>
 </ul>
 
 
 
 
 
 Skills &amp; Competencies:
 
 
 <ul>
 <li>
 Strong communication and interpersonal skills.
 </li>
 <li>
 Analytical mindset with ability to interpret recruitment data.
 </li>
 <li>
 Agility in managing multiple roles and stakeholders.
 </li>
 <li>
 Familiarity with HR tech platforms and ATS systems.
 </li>
 </ul>
 
 
 
 
 
 
 
 
 Preferred Qualifications:
 
 
 <ul>
 <li>
 Graduate/Postgraduate in HR or related field.
 </li>
 <li>
 Prior experience in BFSI sector is a plus.
 </li>
 </ul>
 
 
</div>

Talent Acquisition Partner

IDFC FIRST Bank

<div>
 
 Job Requirements
 
 
 
 About the Role
 
 
 
 Job Title:
 
 Lead &ndash; HR Business Partner &ndash; Wholesale Banking
 
 
 Function/Department
 
 
 HR Business Partner (HRBP)
 
 
 
 Business Unit:
 
 Human Resources
 
 
 
 Location:
 
 Mumbai
 
 
 The Lead &ndash; HR Business Partner for Wholesale Banking will act as a strategic advisor to business leaders, aligning HR initiatives with business priorities. This role is responsible for driving the adoption of HR practices, enabling talent development, and enhancing employee productivity through effective performance management. The incumbent will also play a key role in succession planning, employee engagement, and embedding the organization&rsquo;s cultural tenets across the business.
 
 
 Key Responsibilities
 
 
 
 Primary Responsibilities
 
 
 
 <ul>
 <li>
 Understand business priorities and align the business structure with the Target Operating Model.
 </li>
 <li>
 Drive the implementation and adoption of all HR agendas, practices, and policies within business teams.
 </li>
 <li>
 Support succession planning by identifying successors for critical roles and ensuring employee development.
 </li>
 <li>
 Partner with Learning &amp; Development and Talent teams to identify and coach high-potential talent.
 </li>
 <li>
 Lead the Performance Management process, enabling meaningful conversations to enhance productivity and ensure fairness.
 
 
 </li>
 </ul>
 Secondary Responsibilities
 
 
 <ul>
 <li>
 Promote alignment with the organization&rsquo;s strategy, vision, and cultural promise.
 </li>
 <li>
 Define and drive the adoption of cultural practices that reflect the organization&rsquo;s values.
 </li>
 <li>
 Design and implement innovative employee engagement initiatives.
 </li>
 <li>
 Support local HR initiatives and contribute to business-driven programs.
 </li>
 <li>
 Foster a culture of good governance in HR and employee relations.
 </li>
 <li>
 Collaborate with the recruitment team to ensure timely staffing of key roles.
 
 
 </li>
 </ul>
 What We Are Looking For
 
 
 Education
 
 
 <ul>
 <li>
 Bachelor&rsquo;s or master&rsquo;s degree in human resources, Business Administration, or a related field.
 
 
 </li>
 </ul>
 
 Experience
 
 
 
 <ul>
 <li>
 10 years of experience in HR business partnering, preferably in the banking or financial services sector.
 </li>
 <li>
 Proven ability to manage HR processes across talent, performance, and engagement.
 
 
 </li>
 </ul>
 Skills and Attributes
 
 
 <ul>
 <li>
 Strong stakeholder management and influencing skills.
 </li>
 <li>
 Strategic thinking with the ability to translate business needs into HR actions.
 </li>
 <li>
 Excellent communication and interpersonal skills.
 </li>
 <li>
 Ability to lead change and drive cultural alignment.
 </li>
 <li>
 High accountability, with a focus on execution and outcomes.
 </li>
 </ul>
</div>

Lead-HR Business Partner-Wholesale Banking

Citi

<div>
 Whether you&rsquo;re at the start of your career or looking to discover your next adventure, your story begins here.  At
 
 Citi
 
 , you&rsquo;ll have the opportunity to expand your skills and make a difference at one of the world&rsquo;s most global banks.  We&rsquo;re fully committed to supporting your growth and development from the start with extensive on-the-job training and exposure to senior leaders, as well as more traditional learning.  You&rsquo;ll also have the chance to give back and make a positive impact where we live and work through volunteerism.
 
 
 
 Shape your Career with Citi
 
 
 
 Citi&rsquo;s
 
 Human Resources (HR)
 
 team helps Citi to attract, retain and develop our employees across the globe. The team does this through supporting key areas including recruiting, diversity, global learning and talent development, benefits, compensation and employee relations.
 
 
 We&rsquo;re currently looking for a high caliber professional to join our team as
 
 HR Business Partner - Vice President, - Hybrid
 
 based in Mumbai, India. Being part of our team means that we&rsquo;ll provide you with the resources to meet your unique needs, empower you to make healthy decision and manage your financial well-being to help plan for your future.
 
 
 The Human Resources (HR) Generalist Lead is a senior level position responsible for leading the delivery of day-to-day HR support in coordination with the Human Resources team. The overall objective of this role is to provide a broad range of HR services to client groups within Citi.
 
 
 
 Responsibilities:
 
 
 
 <ul>
 <li>
 Deliver HR services and build capabilities to drive organizational performance through individuals and managers as well as identify issues and recommend solutions
 </li>
 <li>
 Responsible for HR delivery and implementation across the employee lifecycle
 </li>
 <li>
 Partner with business managers to resolve Employee Relations (ER) issues, ensuring appropriate actions are taken and risks are assessed
 </li>
 <li>
 Partner with Human Resource Advisors (HRAs) and Centers of Excellence (COEs) on HR priorities in respective client populations to ensure delivery and implementation of HR solutions
 </li>
 <li>
 Coordinate and ensure seamless end-to-end delivery of global priorities and life cycle processes
 </li>
 <li>
 Work with HRA global partners and regional HR Generalists to ensure consistent communication and delivery of HR solutions and processes
 </li>
 <li>
 Coordinate and consult with country HR partners to deliver regional activities
 </li>
 <li>
 Lead and/or initiate cross Citi projects as well as train new team members
 </li>
 <li>
 Appropriately assess risk when business decisions are made, demonstrating particular consideration for the firm's reputation and safeguarding Citigroup, its clients and assets, by driving compliance with applicable laws, rules and regulations, adhering to Policy, applying sound ethical judgment regarding personal behavior, conduct and business practices, and escalating, managing and reporting control issues with transparency.
 
 
 </li>
 </ul>
 
 Qualifications:
 
 
 
 <ul>
 <li>
 6-10 years of relevant experience
 </li>
 <li>
 Consistently demonstrates clear and concise written and verbal communication
 </li>
 <li>
 Working knowledge of HR functions
 </li>
 <li>
 Working knowledge of applicable US laws
 </li>
 <li>
 Proficient in Microsoft Office and PeopleSoft
 
 
 </li>
 </ul>
 
 Education:
 
 
 
 <ul>
 <li>
 Bachelor&rsquo;s degree/University degree or equivalent experience
 </li>
 <li>
 Master&rsquo;s degree preferred
 
 
 </li>
 </ul>
 This job description provides a high-level review of the types of work performed. Other job-related duties may be assigned as required.
 
 
 Working at Citi is far more than just a job. A career with us means joining a family of more than 200,000 dedicated people from around the globe.
 
 
 At Citi, you&rsquo;ll have the opportunity to grow your career, give back to your community and make a real impact.
 
 
 ------------------------------------------------------
 
 
 
 Job Family Group:
 
 
 
 Human Resources
 
 
 ------------------------------------------------------
 
 
 
 Job Family:
 
 
 
 HR Advisors &amp; Generalist
 
 
 ------------------------------------------------------
 
 
 
 Time Type:
 
 
 
 Full time
 
 
 ------------------------------------------------------
 
 
 
 Most Relevant Skills
 
 
 
 Please see the requirements listed above.
 
 
 ------------------------------------------------------
 
 
 
 Other Relevant Skills
 
 
 
 For complementary skills, please see above and/or contact the recruiter.
 
 
 ------------------------------------------------------
 
 
 
 Citi is an equal opportunity employer, and qualified candidates will receive consideration without regard to their race, color, religion, sex, sexual orientation, gender identity, national origin, disability, status as a protected veteran, or any other characteristic protected by law.
 
 
 
 
 If you are a person with a disability and need a reasonable accommodation to use our search tools and/or apply for a career opportunity review
 
 
 Accessibility at Citi.
 
 
 
 
 View Citi&rsquo;s EEO Policy Statement and the Know Your Rights poster.
 
</div>

HR Delivery Partner - Assistant Vice President

remal

<div>
 
 
 Role Objective:
 
 
 
 To act as a strategic partner to business and functional leaders by aligning people strategy with organizational goals. The HRBP will drive workforce effectiveness, implement system-driven HR processes, leverage analytics for decision-making, and support productivity and performance-linked programs to build a high-performing culture across the manufacturing operations.
 
 
 
 
 
 
 Key Responsibilities:
 
 
 
 
 1. Strategic &amp; Business Partnership
 
 
 <ul>
 <li>
 Collaborate with business and functional leaders to design and execute people strategies aligned with short- and long-term business objectives.
 </li>
 <li>
 Serve as a strategic advisor on organizational design, manpower planning, and talent optimization.
 </li>
 <li>
 Participate in strategic reviews and contribute to business planning discussions with HR insights and data trends.
 </li>
 </ul>
 
 
 2. Talent Management &amp; Capability Building
 
 
 <ul>
 <li>
 Lead manpower planning, recruitment, and onboarding aligned to business expansion and production goals.
 </li>
 <li>
 Drive talent review, succession planning, and leadership development initiatives.
 </li>
 <li>
 Partner with functional heads to identify critical skill gaps and create focused learning interventions.
 </li>
 </ul>
 
 
 3. Performance Management &amp; Incentive Programs
 
 
 <ul>
 <li>
 Implement and monitor Performance Linked Incentive (PLI) and Productivity Linked Incentive programs to ensure alignment between employee performance and organizational outcomes.
 </li>
 <li>
 Track, analyze, and report PLI/Performance metrics through HR dashboards and business reviews.
 </li>
 <li>
 Ensure fair, transparent, and data-driven performance evaluation processes across departments.
 </li>
 <li>
 Support HODs and managers in goal-setting, KPI alignment, and appraisal moderation.
 </li>
 </ul>
 
 
 4. HR Systems &amp; Analytics
 
 
 <ul>
 <li>
 Leverage HRMS, analytics, and dashboards to provide insights on attrition, productivity, absenteeism, and manpower cost.
 </li>
 <li>
 Implement automation and digital HR processes for improved efficiency.
 </li>
 <li>
 Prepare monthly and quarterly HR reports to support leadership decision-making.
 </li>
 </ul>
 
 
 5. Employee Engagement &amp; Culture Building
 
 
 <ul>
 <li>
 Foster a culture of ownership, innovation, and continuous improvement.
 </li>
 <li>
 Design and implement engagement programs tailored to manufacturing workforce dynamics.
 </li>
 <li>
 Build trust and collaboration through open communication and proactive issue resolution.
 </li>
 </ul>
 
 
 6. Policy Implementation &amp; Compliance
 
 
 <ul>
 <li>
 Ensure consistent implementation of HR policies, procedures, and legal compliance.
 </li>
 <li>
 Partner with cross-functional teams to drive standardization of HR practices across plants and business units.
 </li>
 </ul>
 
 
 7. Competency Mapping and Matrix:
 
 
 
 Establish and maintain a competency mapping and matrix framework to align role requirements with employee capabilities. Identify core, functional, and leadership competencies, ensuring continuous development and readiness for current and future business needs. This framework will also support performance evaluation, succession planning, and targeted learning interventions for continuous talent development.
 
 
 
 
 
 
 Key Skills &amp; Competencies:
 
 
 <ul>
 <li>
 Strong analytical and data-driven decision-making skills.
 </li>
 <li>
 Deep understanding of manufacturing / metal industry and shop-floor HR operations.
 </li>
 <li>
 Proven exposure to PLI / Performance Linked Incentive systems.
 </li>
 <li>
 Strong HRMS and digital HR process knowledge (SAP / SuccessFactors / similar systems).
 </li>
 <li>
 Excellent stakeholder management, communication, and influencing skills.
 </li>
 <li>
 Strategic mindset with strong execution capabilities.
 </li>
 </ul>
 
 
 
 
 
 Qualification &amp; Experience:
 
 
 <ul>
 <li>
 MBA / PGDM in Human Resources from a reputed institute.
 </li>
 <li>
 8&ndash;12 years of progressive HR experience, including at least 3&ndash;5 years as a Strategic HRBP.
 </li>
 <li>
 Prior exposure to manufacturing / metal industry is mandatory.
 </li>
 <li>
 Hands-on experience in HR analytics, system-based HR operations, and performance-linked reward structures.
 </li>
 </ul>
 
 
 
 
 
 Key Attributes:
 
 
 <ul>
 <li>
 Business acumen and result-oriented mindset.
 </li>
 <li>
 High integrity, confidentiality, and professionalism.
 </li>
 <li>
 Strong interpersonal and consulting ability.
 </li>
 <li>
 Proactive, analytical, and process-oriented approach.
 </li>
 </ul>
 
 
</div>

Sr. Manager Strategic HR Business Partner

Regional Container Lines Public Company Limited

<div>
 
 
 Responsibilities
 
 
 <ul>
 <li>
 Enhance HR policies and streamline processes to ensure operational efficiency.
 </li>
 <li>
 Effectively implementing all Human Resources processes by HQ Human Resources and communicating with employees.
 </li>
 <li>
 Ensuring that the data on the relevant system are kept in an accurate, timely and complete manner and to follow-up on necessary updates.
 </li>
 <li>
 Taking an active role in the annual salary increase period in communication with HQ HR.
 </li>
 <li>
 Oversee end-to-end HR operations, including recruitment, onboarding, performance management, learning &amp; development, employee relations, and offboarding.
 </li>
 <li>
 Manage payroll processes, statutory submissions, and HR reporting to ensure compliance and accuracy.
 </li>
 <li>
 Support work permit, visa, and immigration-related matters.
 </li>
 <li>
 Act as a trusted advisor to managers on people and organizational matters.
 </li>
 <li>
 Complete all other tasks as assigned by line manager.
 </li>
 </ul>
 
 .
 
 
 
 Qualifications
 
 
 <ul>
 <li>
 Bachelor&rsquo;s degree in Human Resources, Psychology, Business Administration, or related field.
 </li>
 <li>
 Proven experience 12+ years in HR management, preferably in a leadership role.
 </li>
 <li>
 Strong knowledge of HR functions (recruitment, training &amp; development, performance management, payroll, compensation &amp; benefits), employment laws, and regulations.
 </li>
 <li>
 Excellent leadership, communication, and interpersonal skills.
 </li>
 <li>
 Strategic thinking with the ability to translate business objectives into HR initiatives.
 </li>
 <li>
 Experience in developing and implementing HR policies and programs.
 </li>
 <li>
 Ability to handle sensitive and confidential information with integrity.
 </li>
 <li>
 Good command of MS Office applications.
 </li>
 </ul>
 
 
</div>

Human Resources Manager (Work based in Mumbai)

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