General Manager-HR Business Partner

Role Purpose:

The GM- HR Business Partner for the Mohali Business Services Center is accountable for the center-wide people agenda for a large, growing operation expected to exceed 1,000 employees. As a member of the Center Leadership Team, the role provides strategic and operational HR leadership across workforce planning, organizational effectiveness, talent, culture, employee experience, employee relations, governance, and risk.

The role partners closely with the Center Leader and coordinates the HR ecosystem supporting Mohali to deliver an integrated and consistent employee experience. In addition, the role serves as HR Business Partner to a defined portfolio of local functional leaders, translating business priorities into focused organization and talent actions.

Key Responsibilities:

A. Site HR Leadership (approximately 70%)

Center people strategy and leadership:

• Develop and execute the center-wide people strategy in support of Mohali's growth, maturity, productivity, capability, and value-creation priorities.

• Serve as a core member of the Center Leadership Team, bringing workforce, organization, culture, and talent perspectives into center decisions and transformation plans.

• Advise the Center Leader on organizational health, leadership effectiveness, workforce risks, and people investments.

Workforce planning, growth, and organizational effectiveness:

• Lead site-level workforce planning, headcount forecasting, demand governance, workforce mix, and capacity scenarios across the center.

• Partner with Talent Acquisition and functional leaders to establish scalable talent pipelines and hiring plans.

• Guide center-wide organization design, productivity, restructuring, and change initiatives.

Talent, leadership, and capability:

• Own the center talent rhythm, including talent reviews, succession planning, leadership pipelines, performance calibration, and promotion governance.

• Strengthen leadership capability and accountability for engagement, inclusion, performance, development, and retention outcomes.

• Partner with Learning and Talent CoEs to build center-relevant capability strategies and career pathways.

Culture, employee experience, engagement, and retention:

• Shape the center culture and employee experience, ensuring Bunge values and leadership expectations are consistently reflected.

• Use engagement, attrition, workforce, and employee feedback data to identify systemic issues and lead center-wide interventions.

• Oversee an integrated employee lifecycle experience across attraction, onboarding, development, recognition, internal movement, and exit.

• Strengthen Mohali's employer brand and external talent presence.

Employee relations, compliance, governance, and risk:

• Act as the senior HR escalation point for complex employee relations matters and sensitive investigations.

• Ensure center-wide alignment with applicable Central and State labor requirements, data privacy obligations, POSH requirements, and company policies.

• Identify and mitigate people-related statutory, reputational, conduct, and business-continuity risks.

• Champion workplace safety, respect, inclusion, psychological safety, and a zero-tolerance approach to harassment, discrimination, and retaliation.

HR ecosystem leadership and service delivery:

• Coordinate the HR ecosystem serving Mohali, including HR Operations, Talent Acquisition, Total Rewards, Talent and Learning, Employee Relations, Legal, and other relevant partners.

• Set clear site priorities, service expectations, governance routines, and escalation paths across HR partners.

• Use HR dashboards and workforce analytics to monitor center health, identify trends, and hold leaders and HR partners accountable.

• Drive continuous improvement and simplification of local HR practices.

B. HR Business Partnering (approximately 30%)

• Serve as the strategic HR Business Partner to the Center Leader and a defined portfolio of local functional leaders.

• Translate functional business priorities into specific organization, workforce, capability, succession, and talent actions.

• Coach designated leaders on organization effectiveness, leadership impact, team performance, change leadership, and the management of complex people matters.

• Lead business-specific organization design and change interventions for the assigned portfolio.

• Use relevant workforce and talent insights to challenge assumptions, support decisions, and track delivery of agreed people outcomes.

• Connect designated leaders with the appropriate CoEs and HR service teams.

Knowledge & Skills:

• Enterprise and center-wide mindset

• Strategic thinking with disciplined operational execution

• Leadership courage, sound judgment, and constructive challenge

• Change leadership and organizational effectiveness

• Talent orientation and inclusive leadership

• Collaboration across matrixed teams and specialist functions

• Data-driven decision making and business acumen.

Key Interfaces:

• Center Leader and Mohali Center Leadership Team

• Designated local functional leaders

• Director HRBP, Global Business Operations

• HR CoEs and service teams, including Talent Acquisition, HR Operations, Total Rewards, Talent and Learning, and Employee Relations

• Legal, Compliance, Facilities, Safety, Finance, Communications, and other site partners

Technical Requirements:

• Strong knowledge of the India talent market, relevant employment and statutory requirements, compensation practices, and the dynamics of mature and growing GCC/GBS centers

• Experience coordinating HR CoEs and service-delivery teams through clear governance, priorities, and decision rights

• Strong analytical capability, including the use of workforce data, HR metrics, and enterprise systems to identify risks, shape decisions, and measure outcomes

• Executive presence, sound judgment, discretion, and the ability to influence across complex, matrixed, and multicultural stakeholder environments

• Excellent written and verbal communication skills

Education:

• Master's degree in human resources, Industrial Relations, Organizational Development, Business, or a related field is preferred from reputed Tier 1/2 Universities.

Experience:

• 16+ years of progressive HR experience, including senior HR leadership within a multinational GCC, GBS, shared services, technology, or comparable large-scale services environment in India

• Demonstrated experience leading the people agenda for a sizeable and growing employee population, with accountability across workforce planning, talent, engagement, employee relations, organizational change, and compliance

• Proven ability to operate as both a senior site HR leader and a strategic HR Business Partner to business and functional leaders