Manager - HRBP
Confirmed on the employer's own hiring board on Nov 14, 2026. First seen by Alion on Oct 19, 2026. Larsen & Toubro scores B on the Alion truth index.
Key Responsibilities
1. HR Business Partner & Operations
Manage the end-to-end employee lifecycle, including onboarding, probation management, employee development, career progression, transfers, promotions, and separation processes.
Ensure effective implementation and compliance with HR policies, procedures, and governance frameworks across the organisation.
Oversee daily HR operations and ensure smooth execution of all people-related processes.
Drive continuous improvement, automation, and digitisation of HR processes to enhance operational efficiency and employee experience.
Design, review, and optimise HR systems, workflows, policies, and practices aligned with business needs.
Act as a trusted HR Business Partner and primary point of contact for employees and managers on HR-related matters.
Provide guidance to managers on employee relations, performance concerns, workplace issues, and people management challenges.
Manage organisation-wide HR communication initiatives and ensure timely dissemination of key policy updates and employee engagement initiatives.
Ensure accurate maintenance of employee records and compliance with statutory and corporate requirements.
2. Employee Engagement & Culture Building
Develop and implement employee engagement strategies to foster a high-performance and inclusive work culture.
Design and execute employee engagement initiatives, wellness programs, cultural events, and team-building activities.
Conduct employee feedback surveys, engagement assessments, and focus group discussions to identify improvement opportunities.
Collaborate with business leaders to strengthen employee morale, enhance workplace experience, and improve employee retention.
Drive initiatives that promote diversity, inclusion, collaboration, and a strong sense of belonging across the organisation.
Monitor employee engagement metrics and recommend action plans to improve overall employee satisfaction and workplace culture.
Support employee connect initiatives, grievance resolution, and communication forums to strengthen employee relationships and ensure timely resolution of workplace concerns.
3. PMS, Reward & Recognition
Facilitate goal setting, performance planning, mid-year reviews, and annual appraisals in alignment with business objectives.
Analyse the effectiveness of reward and recognition initiatives and recommend enhancements to improve employee motivation and engagement.
Support compensation-related activities, including annual reviews, incentive programs, and market benchmarking exercises.
Promote a culture of appreciation by driving both formal and informal recognition practices.