Air India Express
Website:
airindiaexpress.com
Job details:
Role Purpose
The Head– HR Business Partner will lead the people agenda for an assigned business cohort, acting as a strategic advisor to leadership while ensuring robust execution through a team of HR Partners. The role is responsible for driving people strategy, building an engaged and future-ready workforce, enabling performance and talent outcomes, strengthening capability and capacity, and shaping culture and change journeys across the cohort.
Key Responsibilities
1) People Strategy for the Cohort
- Partner with business leadership to define and execute People Strategy, aligned to business goals.
- Build workforce plans (capacity, capability, succession, critical roles) and align hiring, redeployment, and build/buy/borrow strategies.
- Establish quarterly people reviews with leadership; track progress through dashboards and OKRs.
- Integrate DEI objectives, future skills, digital adoption, and cost-to-serve efficiency into the people plan.
2) Business Partnering & Building an Engaged Workforce
- Serve as a trusted advisor to BU heads and line leaders, influence decisions with data, insights, and external benchmarks.
- Drive engagement strategy for the cohort—manager enablement, recognition, communication cadence, and inclusion initiatives.
- Use listening to mechanisms (engagement surveys, eNPS) to identify hotspots; run action plans with owners and timelines.
- Partner with COEs (TA, L&D, C&B, ER) to ensure cohesive solutions; ensure timely delivery of HR processes across the employee lifecycle.
3) Performance & Talent Management
- Orchestrate the annual and mid-year performance cycles; ensure calibration quality, fairness, and linkage to rewards.
- Lead talent reviews and succession planning for critical roles; maintain healthy bench strength and ready-now pipelines.
- Identify skill gaps; design and deploy cohort-wide capability programs (technical, leadership, managerial effectiveness) with measurable impact.
- Enable Career Pathing, IDPs, and mobility pathways (internal marketplace, cross-functional moves, stretch assignments).
- Partner with TA on strategic hiring and internal movement to address capacity constraints and attrition risk.
4) Culture & Change Management
- Lead as a Culture and Change Architect, embedding culture in collaboration with the business through defined rituals, leadership behaviours, and governance mechanisms
- Lead change programs—org design changes, restructuring, digitization—ensuring change readiness, communication, and adoption.
- Drive ethical practices and compliance; ensure consistent and fair application of policies and code of conduct.
5) Leadership of HRBP Team
- Lead and mentor a team of HR Partners while overseeing-
- Employee Relations & Grievance Management: Timely resolution, root-cause correction, case tracking, and preventive controls.
- Disciplinary Actions: End-to-end management aligned with policies and statutory compliance.
- HR Processes: Onboarding, confirmation, transfers, payroll inputs, exits, and documentation with SLA and accuracy controls.
- Employee Pulse: Run periodic pulses, stay interviews, exit analytics; convert insights into actions, working as eyes and ears of the organization.
- Build a high-performing HR team via setting goals, reviewing performance, uplifting capability, and ownership.
Qualifications & Experience
- Education: MBA/PGDM in HR or equivalent.
- Experience: 12–15 years total HR experience with at least 8+ years in HR Business Partnering; prior team leadership experience is essential.
- Experience in talent management, organization design, employee relations, and change management.
- Airline Industry experience is preferred.
Skills & Competencies
- Business Acumen & Data Fluency: Ability to link people levers to P&L, productivity, and risk; strong use of analytics and dashboards.
- Influence & Stakeholder Management: Credible advisor to senior leadership; conflict resolution and negotiation skills.
- ER & Policy Governance: Solid understanding of labour laws and disciplinary protocols; risk mitigation mindset.
- Capability Building: Designing and measuring learning impact; future-skilling.
- Change Leadership: Communication planning, adoption strategies, and cultural transformation.
- People Leadership: Coaching, performance management, and talent growth of HR teams.
- Tools: HRIS (e.g., SAP/SuccessFactors), engagement tools, survey platforms, Excel/Power BI.
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