HRBP

Job Description: HR Business Partner (HRBP) - Industrial Sector

Job Title: HR Business Partner (HRBP)

Industry: Industrial / Manufacturing

Department: Human Resources

Reports To: HR Manager / HR Director

Location: [Insert Location]

Job Summary

The HR Business Partner (HRBP) is responsible for aligning human resources strategies with business objectives within an industrial or manufacturing environment. The role partners with plant management, production, engineering, maintenance, supply chain, and other operational teams to drive workforce effectiveness, employee engagement, organizational development, and compliance with labor laws and company policies.

The HRBP supports workforce planning, talent acquisition, performance management, employee relations, training and development, and organizational change while ensuring effective HR service delivery in a fast-paced industrial environment.

Key Responsibilities

1. Strategic HR Business Partnering

• Partner with plant managers, department heads, and operational leaders to understand business priorities and translate them into effective HR strategies.
• Provide HR advice and guidance to management on workforce planning, organizational structure, employee performance, and people-related matters.
• Support business growth, operational efficiency, productivity improvement, and organizational transformation initiatives.
• Analyze HR metrics and workforce trends to support data-driven management decisions.
• Develop and implement HR initiatives aligned with production targets and operational requirements.

2. Workforce Planning & Talent Acquisition

• Develop workforce plans based on production capacity, shift patterns, manpower requirements, and business forecasts.
• Coordinate recruitment and selection activities for production workers, technicians, engineers, supervisors, and management positions.
• Work with department managers to identify critical skills, staffing gaps, and succession requirements.
• Support effective onboarding and integration of new employees into the industrial environment.
• Monitor headcount, turnover, absenteeism, overtime, and labor costs.

3. Employee Relations & Industrial Relations

• Manage employee relations matters and provide guidance on workplace issues, grievances, disciplinary actions, and conflict resolution.
• Support investigations into employee complaints, misconduct, and workplace policy violations.
• Maintain positive relationships with employees, supervisors, and operational management.
• Ensure fair and consistent application of company policies, disciplinary procedures, and performance standards.
• Support communication initiatives between management and shop-floor employees.
• Handle labor relations matters and union-related issues where applicable.

4. Performance Management & Organizational Development

• Implement and monitor the performance management cycle, including goal setting, performance reviews, and development plans.
• Coach managers on performance improvement, employee feedback, and effective people management.
• Identify high-potential employees and support succession planning for key industrial roles.
• Support organizational restructuring, change management, and continuous improvement initiatives.
• Promote employee engagement, retention, accountability, and a performance-driven culture.

5. Training & Development

• Identify training needs in coordination with production, engineering, quality, maintenance, and HSE teams.
• Develop annual training plans based on operational requirements, competency gaps, and employee development needs.
• Support technical, supervisory, leadership, and behavioral training programs.
• Monitor training effectiveness and maintain employee training and competency records.
• Support the development of technical skills, workforce flexibility, and internal talent pipelines.

6. Compensation, Benefits & HR Operations

• Coordinate with the compensation and benefits team to ensure fair and competitive compensation practices.
• Monitor overtime, shift allowances, attendance, leave, and other workforce-related costs.
• Ensure accurate employee records and timely completion of HR transactions.
• Support salary reviews, promotions, job evaluations, and annual workforce budgeting.
• Collaborate with payroll and HR operations teams to resolve employee-related issues.

7. Labor Law, Compliance & HSE Coordination

• Ensure HR practices comply with applicable labor laws, social insurance requirements, and company policies.
• Maintain proper documentation for employment contracts, personnel files, disciplinary actions, and employee records.
• Support internal and external HR audits and implement corrective actions where required.
• Coordinate with HSE teams to promote workplace safety awareness, employee training, and compliance with site safety procedures.
• Support employee welfare initiatives and the implementation of relevant workplace standards.

Qualifications & Experience

• Bachelor's degree in Human Resources, Business Administration, Management, or a related field.
• 5-8 years of progressive HR experience, preferably in manufacturing, industrial, automotive, FMCG, engineering, or other production-oriented environments.
• Previous experience supporting factory operations, production teams, or multi-shift workforces is strongly preferred.
• Strong knowledge of employee relations, workforce planning, performance management, and labor law compliance.
• Experience handling shop-floor employee relations, disciplinary cases, absenteeism, overtime, and manpower planning.
• Good understanding of HR metrics, reporting, and data analysis.
• Experience with HRIS/ERP systems and Microsoft Office.
• Strong communication, negotiation, coaching, and problem-solving skills.
• Ability to work effectively with both frontline employees and senior management.

Key Competencies

• Strategic HR business partnering
• Industrial and shop-floor HR management
• Employee and labor relations
• Workforce planning and cost management
• Performance and talent management
• Change management and organizational development
• HR analytics and reporting
• Communication and stakeholder management
• Conflict resolution and decision-making

Key Performance Indicators (KPIs)

• Employee turnover and retention rates.
• Absenteeism and overtime rates.
• Time to fill critical industrial positions.
• Workforce productivity and manpower cost efficiency.
• Employee engagement and satisfaction.
• Completion of performance reviews and development plans.
• Training completion and competency development.
• Timely resolution of employee grievances and disciplinary cases.
• HR compliance and audit findings.
• Succession coverage for critical operational positions.

Key Stakeholders

• Plant Manager and Factory Management
• Production and Operations
• Engineering and Maintenance
• Quality Assurance
• Health, Safety and Environment (HSE)
• Supply Chain and Warehouse
• Finance and Payroll
• Talent Acquisition and HR Operations
• Employees and frontline supervisors

Preferred Qualifications

• Professional HR certification such as SHRM-CP, SHRM-SCP, CIPD, or an equivalent qualification.
• Experience in a unionized or highly regulated industrial environment, where applicable.
• Experience supporting large workforces, multiple shifts, or multiple manufacturing sites.
• Knowledge of local labor legislation and industrial relations practices.