Manager - HRBP

Business Overview - About Danone Group: Mission: Bringing Health through Food to as Many people as Possible Danone is a global leader in food and beverages, focusing on Essential Dairy and Plant-based products, Waters, and Specialized Nutrition. Our mission is to bring health through food to as many people as possible by creating nutritious products, raising awareness about healthy eating and drinking habits, and conducting our business sustainably. Danone’s dual focus on commercial performance and societal responsibility, combined with an ongoing commitment to innovation and the strengthening of its health-oriented brands, has resulted in strong performance worldwide. With nearly 90,000 employees and products sold in over 120 markets, Danone has generated more than €27 billion in sales annually. More information can be found at www.danone.com. About Danone India: India is among the countries in the APAC zone wherein Danone has its presence. Danone operates in India as Nutricia International Pvt. Ltd, focusing on nutrition with a range of products catering to pregnant mothers, infants, young children as well as adults. These products are manufactured in India and sold nationally under recognized brands such as Aptamil, Dexolac, Nusobee, and Protinex. Danone employs over 1,000 individuals across India and generates a turnover exceeding €170 million. The company's head office is in Mumbai, Maharashtra, with a manufacturing facility situated in Lalru, Punjab. Danone India is a Great Place To Work® certified organization, which reflects our commitment to creating a workplace where people are empowered to contribute meaningfully, grow professionally, and feel a true sense of belonging. More information can be found at https://www.danone.in/ Want to learn more about Careers at Danone India? Visit Danone Careers Role and Responsibilities: The HR Business Partner would be engaging with business stakeholders in key HR processes including head count requirement, performance management, people coaching, development conversations, coordinating learning activities, PDR and ASR process facilitation and all HR strategic projects implementation. The HRBP would also be responsible for managing employee relations and union management (if applicable in the Line of Business) which will involve discipline and grievances management, participating in domestic inquiries, managing litigations under various labor laws (if applicable), bottom quartile management and others related activities. Improving existing practices to ensure high & positive internal employee experience would be key to the role. Collaborating with CBU HR teams for alignment and implementation of HR processes and sharing feedback for process improvements. Human Resources Management Performance Management Deploy Danone People Conversations (C1 to C5) in line with global processes and complete HR audits. Coordinate and manage Performance related processes Performance Calibration, Annual Salary Review and Short-term Incentives payouts (STI) Discuss with line leaders on employee performance matters and plan for employees’ promotions/performance coaching Consolidate performance reviews with functional heads and give consolidated data and recommendations Coordinate and track PIP plans for bottom quartile performers Headcount Management Partner with business leaders for understanding optimal headcount and positions, talent needs identification in line with business goals Manage headcount optimization based on business needs Partner with business for internal transfers and assessment of talent pool to meet re-organization needs Coordinate and oversee field force hiring as per process and business need Talent Deploy IJP process to identify internal talent as per business requirements Contribute to talent needs identification and job requisition on sHaRe for managerial population ICIMS, and participate in the interview process as panel with business stakeholders and share feedback for managerial positions Train people managers on all HR Processes (Target setting, PDR, ASR etc.) Review re-hire requests and share feedback New Joiner Management Support line managers on designing and planning functional inductions of new joiners (managerial) for early performance impact Supporting new joiner in knowing teams, important stakeholders, conducting introduction calls for new joiners Run HR sessions during the Basic Training Program (BTP) and induction plans for managers on field Attrition and Exit Management Identification of attrition risks through EWS and create mitigation plan to ensure talent availability. Monthly attrition analysis with business stakeholders and creating action plan to manage attrition Manage exit process along with line leaders, engaging in retention conversations, negotiations, exit interviews etc. Advise business leaders on retention strategies for key talent and support on attrition management HR Policies