Human Resource Business Partner

Role Summary

The HR Business Partner will work closely with the CEO, Chief Growth Officer, Practice Heads (EHS Consulting, Process Safety), and Project Managers to align people strategy with business goals. The role owns talent, performance, org design, and culture for consultants, site-based HSE engineers, sales teams, and product/digital teams — ensuring that HSE Integro can scale profitably while maintaining a high-performance, ethical, and safety-focused culture.

Key Responsibilities

1. Strategic HR Partnering

•         Act as a trusted advisor to leadership on all people-related matters for designated business units (EHS Consulting, Risk Services, Safety Sales).

•         Translate business plans (revenue, margin, utilization, growth by sector) into workforce plans (headcount, skills, locations, mix of permanent vs contractual).

•         Participate in annual and quarterly business reviews, providing HR insights on productivity, attrition, engagement, and succession.

•         Support org design and restructuring initiatives (e.g., creating verticals, central PMO, field pools) to improve efficiency and accountability.

2. Talent Acquisition & Workforce Planning

•         Own end-to-end recruitment for billable and strategic roles: EHS consultants, Process Safety engineers, Site HSE resources, Sales, and key corporate roles.

•         Build and maintain a talent pipeline using job portals, LinkedIn, campus tie-ups, and industry networks (EHS forums, safety institutes, ADIS/PDIS, NEBOSH/NICMAR alumni, etc.).

•         Partner with hiring managers to define competency-based JDs, scorecards, and interview frameworks (including case studies for consultants and growth roles).

•         Drive time-to-fill and quality-of-hire improvements, with clear metrics and reporting.

3. Performance Management & Capability Building

•         Implement and continuously refine a performance management system that fits consulting and project-based work (mix of utilisation, quality, client feedback, and behavioural competencies).

•         Facilitate goal-setting/KRAs and quarterly reviews for all teams, ensuring alignment to company and BU targets.

•         Coach managers on managing underperformance, documentation, and Performance Improvement Plans (PIPs) in a fair and legally compliant manner.

•         Identify skill gaps (technical EHS, digital tools, consulting skills, sales capability) and coordinate learning & development plans, including internal trainings, external certifications (NEBOSH, ISO auditor, process safety), and leadership development.

4. Employee Relations, Culture & Engagement

•         Serve as the primary HR contact for employees in assigned units, handling queries, grievances, and conflict resolution with fairness and confidentiality.

•         Proactively monitor morale, engagement, and burnout, especially for site-based engineers and consultants who travel frequently.

•         Design and execute engagement initiatives: recognition programmes, town halls, feedback mechanisms, skip-level meetings, and pulse surveys.

•         Drive and role-model the company's values and safety-first culture, ensuring behaviours reflect integrity, client orientation, collaboration, and accountability.

5. Compensation, Rewards & HR Operations

•         Work with Finance and leadership to design competitive compensation structures for different employee segments (consulting, field HSE, sales, product/tech).

•         Support creation and administration of variable pay and sales incentive plans linked to clear, measurable KPIs.

•         Ensure accurate payroll inputs, leaves, attendance, and benefits administration in coordination with HR Ops/Finance.

•         Conduct periodic benchmarking against EHS and consulting market peers to support retention and attraction of talent.

6. Compliance, Risk & Policy

•         Ensure compliance with relevant labour laws and regulations (Shops & Establishments, Payment of Wages, Gratuity, POSH, contract labour provisions where applicable).

•         Maintain and update HR policies, employee handbook, and SOPs, ensuring they are understood and adhered to across sites and offices.

•         Act as the HR SPOC for POSH compliance, including awareness sessions, ICC coordination, and case handling as required.

•         Support audit readiness for client/third-party audits involving HR, safety culture, or workforce practices.

7. Change Management & Projects

•         Support organisational changes (new org structure, merger of teams, new business lines) through communication plans, role clarifications, and transition support.

•         Lead or support HR projects such as: implementation of a new HRMS, competency framework, career paths, or employer branding.

•         Use data and analytics to prepare HR dashboards (attrition, joiners/leavers, performance distribution, bench, engagement results) for management.

Required Qualifications

•         Graduate in Human Resources / Psychology / Business Administration; MBA/PGDM in HR preferred.

•         8–10 years of HR experience with at least 5 years in an HR Business Partner / HR Generalist role supporting business leaders.

•         Experience in consulting, professional services, engineering, EHS, or similar project-based environment is strongly preferred.

•         Solid understanding of Indian labour laws and HR compliance.

Skills & Competencies

•         Strong business acumen and ability to understand revenue/margin drivers in EHS consulting and SaaS-like digital offerings.

•         Excellent stakeholder management and influencing skills, able to challenge and support leaders constructively.

•         Demonstrated capability in performance management, coaching managers, and handling complex employee relations matters.

•         Comfort with data and analytics: able to interpret HR metrics and translate them into insights and actions.

•         High degree of confidentiality, integrity, and maturity in dealing with sensitive information.

•         Strong written and verbal communication skills; ability to conduct sessions, present to leadership, and draft policies.

•         Hands-on, execution-oriented, and comfortable operating in a growing, entrepreneurial environment with evolving structures and processes.

Success Indicators (First 12–18 Months)

•         Reduction in time-to-fill and improved quality-of-hire for key roles.

•         Implemented and running a robust performance management cycle with strong manager adoption.

•         Measurable improvements in employee engagement, retention of high performers, and reduction in unwanted attrition.

•         Well-defined org structure and role clarity across consulting, site HSE, sales, and digital teams.

•         Strong feedback from business leaders on HRBP's responsiveness, strategic input, and practicality.