JGM - Human Resources at Essar Career Site

, maharashtra, India -

Full Time

Start Date

Immediate

Expiry Date

17 Jul, 26

Salary

0.0

Posted On

18 Apr, 26

Experience

10 year(s) or above

Remote Job

Yes

Telecommute

Yes

Sponsor Visa

Skills

HR Business Partnering, Talent Management, HR Operations, Workforce Planning, Performance Management, Leadership Development, Succession Planning, Compensation Benchmarking, HR Analytics, Labour Laws, Change Management, Stakeholder Management, Organizational Design, Employee Relations, Governance, Compliance

Industry

Consumer Services

Description

2. POSITION REQUIREMENTS Education * MBA / Postgraduate in Human Resources from a reputed institution * Additional certifications in HR analytics, organizational development, or labour laws (preferred) Experience * 15–16 years of experience across HR Business Partnering, Talent Management, and HR Operations * Prior experience in financial services, capital management, consulting, or large conglomerates preferred * Demonstrated experience working closely with senior leadership teams and managing complex stakeholder environments -------------------------------------------------------------------------------- 3. SKILLS / COMPETENCIES REQUIRED FUNCTIONAL COMPETENCIES * Strong understanding of HRBP frameworks, workforce planning, and talent strategy * Experience in performance management systems (PMS) and leadership capability building * Knowledge of compensation benchmarking, succession planning, and talent review processes * Familiarity with labour laws, governance, and compliance frameworks * Ability to leverage HR analytics and data-driven insights for decision-making BUSINESS & STRATEGIC ACUMEN * Strong understanding of business drivers, financial metrics, and organizational priorities * Ability to align HR interventions with business outcomes and capital allocation priorities LEADERSHIP & STAKEHOLDER MANAGEMENT * Ability to influence senior stakeholders and drive alignment across functions * Strong conflict resolution and change management capabilities BEHAVIOURAL COMPETENCIES * High ownership and accountability * Strong communication and executive presence * Ability to operate in a fast-paced, evolving environment -------------------------------------------------------------------------------- 4. KEY RESPONSIBILITIES A. STRATEGIC HR BUSINESS PARTNERING * Partner with business leaders to understand strategic priorities and translate them into HR initiatives * Drive workforce planning, organization design, and talent deployment strategies aligned to business growth B. TALENT MANAGEMENT & LEADERSHIP DEVELOPMENT * Lead talent review processes, succession planning, and high-potential identification * Design and drive leadership development initiatives for key roles C. PERFORMANCE MANAGEMENT & CULTURE * Drive performance management processes including goal setting, mid-year and annual reviews * Embed a high-performance culture aligned with Essar’s values and business objectives D. COMPENSATION & REWARDS * Support compensation benchmarking, salary reviews, and incentive structures * Ensure pay structures are aligned with market competitiveness and internal equity E. EMPLOYEE ENGAGEMENT & RELATIONS * Drive engagement initiatives and act as a point of contact for employee concerns * Manage employee relations matters with sensitivity and compliance F. HR GOVERNANCE & COMPLIANCE * Ensure adherence to HR policies, labour laws, and internal governance frameworks * Support audits, compliance reviews, and policy implementation G. CHANGE MANAGEMENT & TRANSFORMATION * Support organizational transformation initiatives, restructuring, and change programs * Drive adoption of new HR systems, processes, and frameworks -------------------------------------------------------------------------------- 5. KEY PERFORMANCE INDICATORS (KPIS) 1. Business Alignment & Impact – Measurable improvement in business performance through HR interventions 2. Talent Outcomes – Quality of succession pipeline, retention of key talent, and leadership readiness 3. Performance Culture Effectiveness – Completion and quality of PMS cycles and differentiation outcomes 4. Engagement & Retention – Improvement in engagement scores and reduction in critical attrition 5. HR Governance & Compliance – Zero non-compliance and timely execution of HR processes

Responsibilities

The HR Business Partner will act as a strategic partner to leadership, driving talent, performance, and culture agendas aligned with business objectives. Key duties include workforce planning, leadership development, compensation management, and ensuring organizational compliance.