HR Business Partner - Food Processing Firm

We are seeking a dynamic and experienced HRBP to support the project team in the construction of a state-of-the-art Potato processing plant. The role will be responsible for recruiting project team members as well as the future plant team. This role will oversee all HR functions related to the project team, ensuring effective recruitment, onboarding, training, and employee relations throughout the project lifecycle. The successful candidate will play a crucial role in building a high-performing team and fostering a positive work environment. The role has the opportunity to transition into the plant HRBP at the conclusion of the project. The role reports to the Project Director with dotted line to the India HR Director.

Roles and Responsibilities & Key Deliverables:

Business Partnership:

- Provide consultation related to workforce and resource planning, performance management, change management delivery, and employee & labour relations within the targeted client group

- Influence the business by developing solutions and proactively gaining opinions.

- Apply local market knowledge to develop fact based recommendations to drive business

- Interpret HR and business challenges to develop appropriate HR responses

- Deliver results with integrity and apply the appropriate risk framework

- Influence and coach Leaders on all aspects of employee relations

- Develop and implement local policies reflecting regulatory requirements

- Driving innovative methods of engagement.

Recruitment and Staffing:

- Develop and execute recruitment strategies including partnerships with recruitment agencies to attract top talent for both the project team and future plant operations team.

- Facilitate the full recruitment cycle, including job postings, candidate screening, interviewing, and selection.

- Collaborate with department heads to understand specific staffing needs and requirements.

- Ensure a diverse and inclusive hiring process that aligns with company values and standards.

Change Management:

- Conduct impact analysis and assess change readiness, including identifying training needs with reference to all changes occur in the businesses.

- Engage with stakeholders to align change management to action plan

- Ensure cross-functional teams are aware and engaged in the change

- Apply appropriate change management methodology, executive plan and follow-up on impact

- Evaluate effectiveness and course correct as needed

Organization Design:

- Identify organizational design opportunities, including new ways of working, to drive organizational effectiveness solutions to the client group

- Apply different types of organizational design Create appropriate timelines and action steps to meet targets

- Communicate findings and present recommendations to key stakeholders

Performance Management:

- Drive implementation of performance management activities at the business level to ensure Adherence with organization wide guidelines.

- Drive quarterly reviews and lead year-end calibrations and annual merit discussions with Business Leaders.

- Drive the Performance Improvement Plans for low performers

- Ensure HR programmes designed are enabling a high-performance culture

Engagement & Culture Champion:

- Partner with business leaders to establish engagement strategies

- Coach and Train the people managers to develop action plans.

- Collaborate with managers in execution of action plan. Publish dashboards to build accountability among managers.

- Drive communication around the engagement survey at various phases.

Talent Management:

- Implement Talent Management processes for the client group to ensure continuous identification, development and retention of high potential talent.

- Work with line managers on the design and delivery of appropriate and relevant IDPs for their employees

- Use Talent strategies to proactively Map talents to minimize loss of business days for MCRs

Training & Development:

- Drive the organizational development agenda; ensure delivery of comprehensive learning & development programs through effective utilization of available learning programs as well as identifying new opportunities for building learning content.

- Build capability - Partner with functions for design and execution of functional trainings, ensure delivery to last mile employee. Drive Success Frameworks and enabling employees to develop functional mastery.

- Develop leadership capability through coaching and mentoring; support employee development and achievement of IDPs. Drive implementation of competency framework and 360-degree feedback process.

- Lead Talent / skill development for first time managers & enabling supervisors to be effective people Managers.

- Develop Annual Training Calendar basis TNA. Managing annual training budget.

- Facilitator for Training Sessions

HR Administration and Compliance:

- Oversee all HR administrative functions, including maintaining accurate employee records and managing HR documentation.

- Ensure compliance with all local, national, and international labor laws and regulations.

- Develop and implement HR policies and procedures tailored to the project & plant's needs.

- Monitor and manage employee attendance, leave, and performance records.

Health and Safety:

- Promote a safe and healthy work environment through engagement with health and safety policies.

- Coordinate with the health and safety team to ensure compliance with safety standards.

- Support any workplace safety issues promptly.

HR Reporting and Analytics:

- Prepare and present regular HR reports to the Project Director and senior management.

- Utilize HR metrics and analytics to inform decision-making and improve HR processes.

- Monitor and analyze trends in employee turnover, engagement, and performance.

Measures of success:

1. Successful recruitment and onboarding of the project team and future plant operations team.

2. Effective management of all HR functions related to the project team.

3. Maintenance of a positive and productive work environment.

4. Compliance with all relevant labor laws and regulations.

5. Achievement of HR-related project milestones and goals