The Role
Leads strategic HR partnering across workforce planning, talent acquisition, performance management, employee relations, engagement, learning and development, compliance, HR operations, and analytics. Partners with business leaders and plant operations to align workforce strategies, resolve employee issues, improve retention and productivity, ensure labor-law compliance, and deliver HR dashboards and actionable insights.
Summary Generated by Built In
Key Responsibilities:1. Strategic HR Business Partnering
- Partner with business leaders to understand manpower, productivity, and organizational requirements.
- Drive HR strategies aligned with business goals and workforce plans.
- Provide HR insights and data-driven recommendations to support decision-making.
- Guide managers on HR policies, talent management, and employee relations matters.
- Collaborate with Talent Acquisition teams for timely closure of critical positions.
- Drive manpower planning and budgeting exercises.
- Monitor recruitment metrics, attrition trends, and workforce utilization.
- Support internal talent movements and succession planning initiatives.
- Drive the performance management cycle including goal setting, mid-year reviews, and annual appraisals.
- Support managers in conducting performance discussions and development planning.
- Ensure timely completion and quality of performance evaluations.
- Identify high-potential employees and create development plans.
- Build and maintain positive employee relations across the business.
- Address grievances and workplace issues proactively.
- Conduct investigations and recommend corrective actions where necessary.
- Support disciplinary processes and ensure compliance with company policies.
- Liaise with plant operations and employee representatives, where applicable.
- Drive employee engagement initiatives and organizational culture programs.
- Conduct employee feedback surveys and develop action plans.
- Support recognition and reward programs.
- Promote organizational values and employee well-being initiatives.
- Identify capability gaps and training requirements.
- Partner with L&D teams to implement employee development programs.
- Monitor training effectiveness and leadership development initiatives.
- Support career progression and succession planning discussions.
- Ensure adherence to labor laws, statutory regulations, and company policies.
- Monitor employee lifecycle activities, including onboarding, transfers, promotions, and separations.
- Maintain HR governance and audit readiness.
- Support compliance related to labor legislation, POSH, disciplinary actions, and employee records.
- Prepare and present HR dashboards and MIS reports.
- Analyze attrition, absenteeism, recruitment, and engagement trends.
- Track key HR metrics and recommend improvement actions.
- Support business reviews with HR data and insights.
- Manpower fulfillment percentage
- Attrition rate reduction
- Employee engagement score
- Performance management completion rate
- Training effectiveness and participation
- Employee grievance closure timelines
- HR compliance and audit scores
- Internal talent movement and succession readiness
- Employee productivity and retention metrics
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The Company
What We Do
Arvind is a textile and apparel company that has operated since 1931, providing integrated, multi-fibre fashion solutions from fibres and fabric through finished garments. It produces woven fabrics and apparel across formal and casual categories, while also developing advanced materials and operating brands and retail businesses. The broader group additionally works in engineering, environmental solutions, real estate, and telecommunications.
