Imagine working at the forefront of innovation in fluid-flow technology, with over 1400 colleagues across the globe, and contributing to a legacy of excellence that spans eight manufacturing facilities on four continents. Armstrong Fluid Technology is more than just a leader in our industry; we are a community of the brightest and most creative minds, driven by a shared mission to engineer the future and safeguard our planet. As a member of our team, you'll dive into an environment that encourages learning and boundary-pushing every day. You'll be part of an agile and dynamic workplace where today's solutions are built for tomorrow's challenges. In this pivotal role, you'll partner with the business/functional leaders on human resource related issues, aligning business objectives with HR strategies. This role involves in workforce planning, talent management, performance management, and change management while ensuring compliance with labour laws / company’s people processes. Key Responsibilities: Strategic HR Partnership: •Collaborate with business leaders to align HR strategies with company goals. •Act as a trusted advisor to management on HR matters. •Identify HR challenges and develop proactive solutions. Talent Management & Workforce Planning: •Support talent acquisition and retention strategies - Lead full-cycle recruitment activity for professional, technical, administrative and production staff. •Develop career development plans and succession planning. •Conduct workforce planning and skills gap analysis. •Provide an effective onboarding program for new hires, ensuring complete follow-through with ALA assigned orientation programs and establishment of individual training programs. •Identify training needs and coordinate impactful training sessions. Evaluate their effectiveness to promote a culture of continuous learning and professional growth, empowering employees to reach their full potential. Employee Engagement & Culture: •Drive initiatives to enhance employee engagement and workplace culture. •Implement feedback mechanisms (e.g., employee surveys) and address concerns. •Promote DEI (Diversity, Equity, and Inclusion) initiatives. Performance Management & Learning: •Assist in goal-setting and competency frameworks. •Guide managers on performance reviews, feedback, and development plans. •Identify training needs and coordinate learning & development programs. Employee Relations & Compliance: •Be the go-to person for resolving employee issues, from disciplinary actions to grievances and performance management, fostering a fair and supportive workplace where every voice is heard. •Provide expert HR advice and support to managers and employees, ensuring consistent and equitable treatment in all HR-related matters, fostering a culture of trust and transparency. •Handle employee grievances, disciplinary actions, and conflict resolution. •Partner with factory line managers in handling day to day IR issues – This can be an opportunity for the incumbent to learn and support. •Partner with legal and compliance teams on HR-related regulations. Change Management & Organizational Development: •Support business transformation and change initiatives. •Develop strategies for effective communication and change adoption. •Drive restructuring, mergers, or reorganization efforts when needed. HR Metrics & Reporting: •Analyze HR data to drive insights for decision-making. •Track key HR KPIs such as attrition, engagement, and productivity. •Present reports and recommendations to leadership. HR Program/Projects Execution •Play a pivotal role in HR projects and initiatives aimed at improving processes and practices within India or globally, driving our HR strategy forward and contributing to the achievement of organizational goals. •Support the rollout of programs and processes such as performance management, recognition, rewards, job knowledge requirements (JKRs) and training to improve engagement and productivity. HR Administration: Ensure our HR records are meticulously maintained, manage documentation with precision, and streamline HR processes for maximum efficiency and confidentiality. What We’re Looking For To thrive in this role, you should bring: Education: MBA from tier-1 / tier-2 institution with HR specialization Experience: 5-8 year’s of work experience. Atleast 3 years in HR business partner role, ideally within a manufacturing/engineering organisation. Skills: Excellent communication, interpersonal, and problem-solving skills. Ability to build strong working relationships at all levels of the organisation. •Strong understanding of HR practices, employment laws, and industry trends. Ability to influence and work with senior leadership. Attention to Detail: High level of accuracy and attention to detail in all aspects of work. Confidentiality: Demonstrated ability to handle sensitive information with discretion and maintain confidentiality. IT Skills: Proficiency in Microsoft Office Suite and Proficiency in HRIS & data analytics. Why Armstrong Fluid Technology? By joining us, you’ll become part of a global community dedicated to pushing the boundaries of fluid-flow technology. You’ll have endless opportunities to learn, grow, and make a significant impact on the world. Together, we'll build tomorrow’s solutions today.