HRBP

Human Resource Business Partner (HRBP)

Function: Human Resources

Industry: EPC (Engineering, Procurement & Construction)

Location: Gujarat

Reporting To: COO / Executive Director

Approved By: Board of Directors

1. POSITION SUMMARY

The HR Business Partner (HRBP) will serve as a strategic and compliance custodian for all HR operations across corporate office and project sites in Gujarat. The role ensures full statutory compliance, contractor governance, workforce risk mitigation, policy implementation, and alignment of human capital strategy with EPC project delivery requirements.

The position carries high governance responsibility due to the regulatory sensitivity of EPC and construction operations.

2. STRATEGIC OBJECTIVES

Ensure 100% compliance with applicable Central and Gujarat labour laws.

Establish robust HR governance across all EPC projects.

Mitigate statutory, financial, and reputational risk.

Drive disciplined manpower planning and workforce cost control.

Support business continuity through effective industrial relations.

Strengthen policy framework and ethical culture.

3. SCOPE OF RESPONSIBILITY

Corporate Office Gujarat

All active EPC project sites

Direct & indirect workforce (including contract labour)

Interaction with Government Authorities & Statutory Bodies

Coordination with EHS, Finance, Legal & Project Teams

4. KEY ACCOUNTABILITIES

A. Statutory & Legal Compliance Governance

Responsible for ensuring adherence to:

Factories Act, 1948

Contract Labour (Regulation & Abolition) Act, 1970

Building & Other Construction Workers (BOCW) Act

Industrial Disputes Act

Gujarat Shops & Establishment Act

EPF & MP Act

ESIC Act

Payment of Wages Act

Minimum Wages Act (Gujarat)

Payment of Bonus Act

Gratuity Act

Professional Tax (Gujarat)

Labour Welfare Fund (Gujarat)

POSH Act

Deliverables:

Timely filing of statutory returns.

Maintenance of statutory registers.

Coordination during inspections.

Zero penalty objective.

Quarterly compliance certification to management.

B. Policy Governance & Institutional Framework

Own, implement, review, and periodically update the following policies:

Employment & Conduct Policies

Code of Conduct & Ethics

Anti-Bribery & Anti-Corruption Policy

Conflict of Interest Policy

Whistleblower Policy

Recruitment & Employment Policy

Disciplinary & Domestic Enquiry Policy

Exit & Final Settlement Policy

Compliance & Labour Policies

Contractor Compliance Policy

Wage & Overtime Policy

Leave & Attendance Policy

Payroll & Statutory Deduction Policy

Gratuity & Separation Policy

Equal Opportunity Policy

POSH Policy

EPC Site Governance Policies

Labour Camp Management Policy

Worker Welfare Policy

Deployment & Transfer Policy

Site HR Governance Manual

ID & Access Control Policy

Substance Abuse Policy

Annual review and Board-level reporting on policy effectiveness.

C. Contractor & Workforce Governance

Validate contractor licenses under CLRA & BOCW.

Ensure PF/ESIC compliance of contractors.

Conduct periodic contractor compliance audits.

Ensure adherence to minimum wage standards.

Prevent wage disputes and industrial unrest.

Monitor site manpower strength and deployment.

D. Industrial Relations & Risk Management

Manage grievance redressal framework.

Lead disciplinary hearings and domestic enquiries.

Mitigate risk of strikes, labour unrest, and site disruption.

Coordinate with Legal for labour disputes.

Provide workforce risk assessment to management.

E. Performance & Cost Management

Workforce planning aligned with project timelines.

Monitor manpower budgets vs actual.

Drive KPI-based performance management.

Control attrition of critical project resources.

Provide monthly HR analytics to management.

F. Audit, Reporting & Governance

Conduct quarterly HR compliance audits.

Support internal & external audits.

Prepare Board-level HR compliance reports.

Maintain risk register related to workforce.

Support tender documentation & client audits.

5. GOVERNANCE REPORTING

The HRBP shall submit:

Quarterly Compliance Certificate

Half-Yearly Policy Review Report

Annual Labour Compliance Status Report

Industrial Relations Risk Assessment

Contractor Compliance Summary

6. AUTHORITY LEVEL

Authority to halt contractor operations in case of statutory non-compliance.

Authority to initiate disciplinary proceedings.

Authority to escalate high-risk compliance issues to Executive Management.

Authority to recommend termination of non-compliant contractors.

7. KEY PERFORMANCE INDICATORS (KPIs)

Zero statutory penalties.

100% timely return filing.

100% contractor compliance documentation.

<3% unresolved grievance ratio.

Zero major labour dispute incidents.

Workforce cost within approved budget.

100% POSH compliance & training coverage.

8. QUALIFICATIONS & EXPERIENCE

Education:

MBA / PGDM (HR) / MSW

Certification in Labour Laws preferred

Experience:

510 years in EPC / Construction industry

Exposure to Gujarat labour regulations mandatory

Experience handling 3001000 workforce preferred

9. RISK CLASSIFICATION

This role is classified as:

High Compliance Sensitivity Role

Any non-performance may expose the company to financial penalties, blacklisting, project delays, or legal proceedings.