General Manager, Head: HR Business Partnering at Airtel

About The Role

• To lead the Human Resources Business Partner unit in providing professional and strategic consultative services by aligning people strategies with business objectives; driving organizational effectiveness; talent management; culture transformation; and workforce performance across assigned business units.

Responsibilities
Strategic HR Leadership

• Develop and implement HRBP strategies aligned with overall business goals.
• Serve as a trusted advisor to Functional Heads on people, culture, and organizational matters.
• Lead workforce planning, succession planning, and talent strategies.
• Drive change management initiatives during business transformation.

Effective Business Partnering

• Partner with business leaders to understand priorities and translate them into people solutions.
• Provide guidance on organizational design, restructuring, and capability building.
• Ensure HR interventions support productivity, growth, and operational excellence.
• Consult with function Head in promoting best fit HR value proposition

Effective Headcount Management and Talent Management

• Ensure efficient and effective headcount manpower planning in line with functional strategic plan
• Champion the identification and deployment of talent in function of primary assignment
• Faclitate the Performance Management process within function of primary assignment
• Liaise with Line and Talent Development and Engagament in building people capacity and performance.
• Lead talent reviews, succession planning, and leadership development programs.

Continuously Improved Employee Engagement

• Facilitate best fit Organisational Development interventions in area of Functional assignment (Skip Level Meetings, Town Hall Meetings, Spot Bonus awards and other R & R initiatives)
• Implement Culture Change processes
• Act as employee champion in respective functional area/region
• Facilitate Employee Engagement cascade and development of action plans
• Monitor implementation of Engagement Action Plan
• Champion implementation of HR initiatives in the functional units.

Employee Relations

• Foster a high-performance, inclusive, and engaged workplace culture.
• Resolve complex employee relations matters and ensure fair HR practices.
• Champion employee engagement and wellbeing initiatives.
• Provide apt advice and counsel to Line on talent management, performance management, conflict resolution and other areas of employee relations.
• Facilitate and guide various stakeholders on corrective actions, grievances, conflicts and disciplinary procedures
• Ensure resolution of all staff welfare issues within agreed timelines

HR Governance & Compliance

• Ensure compliance with labor laws, company policies, and HR governance standards.
• Manage HR risks and provide sound recommendations to leadership.
• Use HR analytics and insights for decision-making.
• Manage and coordinate all HR Risk and Audit investigation reporting to closure.

Team Leadership

• Lead and develop the HRBP team to deliver high-quality HR support.
• Build capability within the HR function through coaching and mentoring.
• Drive continuous improvement in HR service delivery.

HR Information Management

• AI/Digital transformation experience
• Manage organizational organogram structures and approved Headcount in line with Annual Operating plan (AOP).
• Conduct trends and report analysis on various HR indices.
• Provide employee information as required by HR support functions, internal and external audit.
• Ensure accuracy and management of employee records 6. Provide accurate Payroll inputs (Relocation Allowance, Promotion details, Overtime etc)

Qualifications
Educational Qualifications

• Bachelor’s degree in Human Resources, Business Administration, or related field.
• Master’s degree / MBA preferred.
• A Professional HR certification (e.g., CIPM, CIPD, SHRM, HRCI).

Relevant Experience & Functional / Technical Skills

• 12–15+ years HR experience with at least 5 years in senior HRBP leadership roles, preferably worked in an entrepreneurial company.
• Strong commercial acumen and leadership experience.
• Experience working with organizational leaders to define and execute HR strategies linked to organizational goals
• Solid problem-solving and business acumen skills
• Proven organizational development, performance management and employee relations skills
• Must demonstrate interpersonal savvy with the ability to maneuver through complex situations effectively while building constructive relationships
• Ability to build partnerships in a matrix organizational environment along with providing coaching/counseling to all levels within the organization

Other Requirements

• Strong operational & numerical acumen
• Strategic thinking
• Executive influencing
• Change management
• Leadership & coaching
• Business acumen
• Conflict resolution
• Data-driven decision making
• Strong communication and stakeholder management