Lead - HR Business Partner - Fertilizers/Pesticides/Agro Industry

Lead - HR Business Partner - Fertilizers/Pesticides/Agro Industry

Requirements:

- Educational Qualifications: MBA/PGDM in HR Relevant and total years of experience and behavioral attributes

- Bachelor's degree in human resources, Business Administration, or a related field; master's degree preferred.

- Proven track record of at least 12 years in progressively responsible HR roles, with a minimum of 5 years in HR leadership positions.

- Experience in the agri-business sector or manufacturing industries is highly desirable.

- Strong business acumen and ability to align HR strategies with business objectives.

- Excellent interpersonal, communication, and negotiation skills.

- In-depth knowledge of HR best practices, employment laws, and regulations.

- Demonstrated ability to lead and inspire teams, fostering a collaborative and results-oriented culture.

- Proficiency in HRIS and other relevant HR technologies.

Job Purpose:

- Responsible for the human capital activities at with Sales Team

- He will ensure that all the HR policies and procedures are being followed

- Develop processes that will encourage learning atmosphere, engaged workplace and improve productivity

- Responsible to drive the value systems of the company among the Sales Team

- Study and implement industry best practices

Strategy & Planning:

- Develop/update and implement HR policy and practices in line with the organization Vision, Mission and Value systems

- Identify/Implement the industry best practices

- Ensure various employee engagement activities and create an engaged workplace which will drive employee productivity & long-term association

Business Partnering:

- Act as a trusted advisor to senior sales leaders, understanding their business objectives and challenges, and providing strategic HR insights and solutions.

- Collaborate with functional heads to identify talent gaps, create succession plans, and design development programs to build a high-performing workforce.

- Gap Identification & its Insight to be Presented in Monthly Meetings

HiPo Identifications:

Learning & Development:

- Plan and execute various learning and organizational development initiatives in collaboration with the L&D Team.

- Identify the potential stars and plan their individual developmental activities

- Will be responsible to drive the productivity of the new hires

- No of L&D initiative taken against plan

- % impact pre and post training

- No of High Potential Employee

- % attrition within 6 months of hire