human resources business partner Jobs in Mumbai

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human resource business partner Jobs in Mumbai

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senior human resources manager Jobs in Mumbai

senior human resources manager

senior hr business partner

Lodha

<div>
 
 
 Role:
 
 HRBP
 
 
 
 Location:
 
 Lower Parel, Mumbai
 
 
 
 
 
 
 
 
 
 Job Profile:
 
 
 
 The HRBP, will work with leadership, senior management team to develop, implement and drive results increasing organizational effectiveness and efficiency. This includes increasing workforce capability, improving organization design &amp; structure and supporting day-to-day operations and employee lifecycle management. The HRBP will lead and collaborate on all HR interventions, activities for the business with impact on strategy, profitability, employee productivity and managerial effectiveness.
 
 
 
 
 
 
 
 
 
 Responsibilities:
 
 
 
 1. Be strategic partner for the department and work with leadership to influence business and
 
 
 people management.
 
 
 2. Collaboratively work with department leadership and HR team to develop &amp; implement
 
 
 HR plans &amp; solutions. Ideate, implement and execute customized initiatives for the department
 
 
 as per business needs.
 
 
 3. Partner with business on organizational design, department headcount &amp; budget, workforce
 
 
 planning, transformation and change management.
 
 
 4. Spearhead talent development initiatives on career management, succession planning, talent
 
 
 pipeline, talent assessment, skill development for the department to enable them to achieve
 
 
 business objectives.
 
 
 5. Review and analyze business metrics including retention &amp; employee experience in order to
 
 
 recommend systemic improvements. Research and regularly identify innovative ways to engage with teams on regular basis.
 
 
 6. Lead both annual &amp; mid-year review processes which focus on performance management and
 
 
 talent development.
 
 
 7. Facilitate compensation discussion and ensure fair distribution based on pay for performance
 
 
 philosophy.
 
 
 8. Work with line managers and employees to address all types of employee retention issues,
 
 
 fairly representing all interests.
 
 
 9. Lead key HR projects and deliver best in class initiatives resulting in increased organizational
 
 
 effectiveness and efficiency.
 
 
 10. Advising and influencing business and functional heads on people matters. Counsel Managers on employee issues and provide HR policy guidance and interpretation as needed.
 
 
 11. Providing analysis &amp; recommendations in all people areas such as talent management, organizational assessment, performance &amp; career management.
 
 
 12. Drive engagement programs (Associate Connects, Career Talks, Rewards &amp; Recognition) with action, feedback &amp; results.
 
 
 13. Drive high-performance culture, through goal setting, KPIs, continuous feedback.
 
 
 14. Work closely with L&amp;D team &amp; business to identify training needs, evaluate training programs &amp; help organize training development initiatives for teams &amp; individuals
 
 
 15. Responsible to build, develop, mentor &amp; lead HRBP team to deliver leading practices which will help to retain and grow talent.
 
 
 16. Work with business to assess, create &amp; implement innovative solutions for employee initiatives, skill enhancement requirements.
 
 
 
 
 
 
 Skills &amp; competencies:
 
 Stakeholder management, Problem Solving and Critical Thinking, Collaborative
 
 
 
 
 
 
 Practice:
 
 8+ years of relevant work experience
 
 
 
 
 
 
 Educational Qualification:
 
 Post Graduate
 
</div>

Human Resources Business Partner

Travelex

<div>
 
 
 Role Title
 
 Senior Manager - HR
 
 
 
 Reports To
 
 Head of HR, MET &amp; India
 
 
 
 Location
 
 Malad (W), Mumbai
 
 
 
 
 
 
 
 
 
 
 
 
 About Us
 
 
 
 
 
 
 
 Travelex is a foreign exchange company founded by Lloyd Dorfman and headquartered in Peterborough. It&rsquo;s main businesses are foreign currency exchange, issuing prepaid credit cards for use by travellers, supplying central banks with foreign currency and global remittance. Travelex operates more than 1,100 stores and 900 ATMs in over 20 countries.
 
 
 
 
 
 
 Travelex India
 
 - Travelex India is focused on delivering efficiencies across a shared services model. Comprising close to 500 employees, the centre provides business support to various Travelex entities worldwide in the fields of Information Technology, Human Resources, Finance, Compliance and Risk Management etc. Travelex India also focuses on driving improvements around efficiency, effectiveness and control, while delivering strategic value across Travelex Group.
 
 
 
 
 
 
 Role Purpose:
 
 
 
 To deliver and support core HR services to the GCC (Global Capability Center) in India.
 
 
 
 
 
 
 Key Accountabilities:
 
 
 
 To provide guidance, advice and coaching to the management team with day to day support and to participate in HR projects across a broad range of HR activities including organisational design, recruitment and selection, performance management, remuneration and benefits, OHS and employee relations etc.
 
 
 
 
 
 
 Job Description:
 
 
 <ul>
 <li>
 Develop and implement HR strategies and initiatives aligned with the overall business strategy
 </li>
 <li>
 Support current and future business needs through the development, engagement, motivation and preservation of human capital
 </li>
 <li>
 Ensure HR plans support the needs of the business but are also flexible enough to cope with changes in the organization, as and when they occur
 </li>
 <li>
 Act as a responsible business partner and ensures HR support towards meeting overall business goals
 </li>
 <li>
 Work closely with the IT, Finance, C&amp;R and HR teams so as to understand all necessary aspects and needs of Talent Management
 </li>
 <li>
 Understand the global strategy and business plans to ensure alignment and high level of contribution to overall organizational effectiveness
 </li>
 <li>
 Comply with legal and statutory requirements by studying existing and new legislations, anticipating legislations, enforcing adherence to requirements and advising management on required actions
 </li>
 <li>
 Create a work environment that engages, nurtures and supports talent and has an inclusive work culture
 </li>
 <li>
 Oversee, monitor and evaluate human resources operations by recruiting, selecting, orienting, training, coaching, counselling, and disciplining employees; planning, monitoring, appraising, and reviewing employees job contributions; maintaining compensation.
 </li>
 <li>
 Build, run, review and improve processes, policies and systems to ensure business objectives are met/exceeded
 </li>
 <li>
 Use data and effective tools to enhance business experience
 </li>
 <li>
 Ensure effective recruitment of personnel by working in conjunction with teams to maintain the capacity and capability of the organization.
 </li>
 <li>
 Partner with business functions on workforce planning, succession planning, and skill assessment
 </li>
 <li>
 Review and analyze business function unit data to identify trends and recommend solutions to improve performance, retention, and employee experience
 </li>
 <li>
 Work with line managers and employees to address all types of employee relations issues ensuring a balance in representing all parties&rsquo; interests
 </li>
 <li>
 Set up and drive regular and structured HR engagement with Business units and respective teams present at the site
 </li>
 <li>
 Track and analyse HR indicators for business units and report out trends and possible HR interventions
 </li>
 <li>
 Advise managers and employees regarding complex performance issues as well as interventions involving performance and change management
 </li>
 </ul>
 
 
 
 
 
 Relationship management
 
 
 <ul>
 <li>
 Establish robust communication channels with stakeholders
 </li>
 </ul>
 
 
 
 
 
 Communication
 
 
 <ul>
 <li>
 Excellent written and oral communication skills
 </li>
 <li>
 Excellent listening and interpersonal skills
 </li>
 <li>
 Logical thinking and efficient
 </li>
 <li>
 Keen attention to detail
 </li>
 </ul>
 
 
 
 
 
 
 
 
 Experience and personal qualities
 
 
 
 
 
 
 
 Essential
 
 
 
 
 
 <ul>
 <li>
 8+ years&rsquo; experience in working with HR
 </li>
 <li>
 Possess excellent verbal and written communication skills
 </li>
 <li>
 Should be a good team player and share best practices
 </li>
 <li>
 Candidates from similar service industry
 </li>
 <li>
 High energy level and passion with the ability to work effectively and thrive in a fast-paced, team-oriented dynamic environment
 </li>
 </ul>
 
 
</div>

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>

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

Leap

<div>
 
 
 Roles &amp; Responsibilities:
 
 
 <ul>
 <li>
 Work closely with the Business team and employees to improve workplace relationships, build morale, and boost productivity and retention.
 </li>
 <li>
 Provide day-to-day guidance to line management (e.g., coaching, counseling, career development, disciplinary actions etc.)
 </li>
 <li>
 Innovate &amp; implement employee engagement strategies, execution as per engagement calendar
 </li>
 <li>
 Mediate and resolve employee relations issues; conduct thorough and objective investigations as and when necessary.
 </li>
 <li>
 Proactively assess team and manager development needs, recommend and implement relevant solutions through training programs.
 </li>
 <li>
 Evaluate and monitor the training programs to ensure success
 </li>
 <li>
 Employer branding
 </li>
 <li>
 Monitoring Employee NPS
 </li>
 </ul>
 
 
 
 
 
 Desired Skills:
 
 
 <ul>
 <li>
 Proven work experience (2-4years) as an HRBP
 </li>
 <li>
 Outstanding communication and interpersonal skills
 </li>
 <li>
 Excellent organizational skills and attention to detail
 </li>
 <li>
 Strong engagement and problem-solving skills
 </li>
 <li>
 Ability to multitask with prioritization
 </li>
 </ul>
</div>

Reliance Industries Limited

<div>
 
 Job Purpose
 
 
 
 This individual will be responsible for managing the end to end recruitment process centrally for all strategic hiring#s# from role definition through to on-boarding, this is a hands-on resourcing role that requires solid in-house recruitment experience.
 
 
 
 Key Account Abilities
 
 
 
 <ul>
 <li>
 Accountable for the development of a resourcing strategy for assigned client group(s) by analyzing market data including talent availability, trends and competitor data
 </li>
 <li>
 Participate in the full recruitment lifecycle including role definition, strategic candidate sourcing, interviewing, selection, offer and on-boarding
 </li>
 <li>
 Responsible for managing our cost per hire by sourcing directly via social media and other internal and external tools (i.e.: LinkedIn, Job Boards, Internal ATS system)
 </li>
 <li>
 Ensure the strategy is deliverable within budget and make recommendations to ensure that the Resourcing strategy reflects commitment to D&amp;I and candidate experience
 </li>
 <li>
 Adjust a client group's resourcing strategy in response to changes in Demand Plan / the labor market
 </li>
 <li>
 Build strong relationships with hiring managers in your client group by attending their leadership meetings regularly
 </li>
 <li>
 Help managers reconcile differences between ideal and practical staffing needs, and prioritize requirements based on business need
 </li>
 <li>
 Assist with the development and implementation of an effective attraction strategy for a client group
 </li>
 <li>
 Partner with Hiring Managers to develop job descriptions for mid and senior roles in your client group(s) and with Reward to ensure that these jobs are classified and leveled appropriately. Ensure text optimization for roles.
 </li>
 <li>
 Conduct initial phone screens and participate interviews for mid to senior level roles in assigned client group(s), making use of appropriate tools such as a behavioral interview guide and working to agreed selection criteria
 </li>
 <li>
 Guide Hiring Managers to select right-fit candidates
 </li>
 <li>
 Manage candidate experience in your client group throughout the selection and assessment process, focusing on meeting Service Level Agreement targets
 </li>
 <li>
 Implement improvements to boost candidate experience in the future.
 </li>
 <li>
 Primary contact and accountable for managing search consultants and recruitment agencies and negotiating contract pricing
 </li>
 <li>
 Work closely with HR Business partners in developing and delivering job offers to candidates
 </li>
 <li>
 Participate in offer negotiations when necessary
 </li>
 <li>
 Develop knowledge and experience of competitors, market intelligence and trends in recruitment
 </li>
 <li>
 Act as an internal consultant to HR/line management, advising on local resourcing matters and providing challenge and suggestions for improving resourcing effectiveness
 </li>
 <li>
 Understand external market and works with HRBPs / line managers to create competitive offers for external staff, within the Reward Guidelines.
 </li>
 <li>
 Primary accountability for ATS (Applicant Tracking System) data integrity and accuracy
 
 
 </li>
 </ul>
 Advises HR leadership and business leadership on local legal / regulatory requirements
</div>

Talent Acquisition - Leadership Hiring

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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243 senior hr business partner jobs IN Mumbai

Human Resources Business Partner

Human Resources Business Partner

Human Resources Business Partner

Human Resource Business Partner

Human Resources Business Partner

Talent Acquisition - Leadership Hiring

Lead-Employee Relations