The HRBP - Operational Support & Off-roll Management is responsible for delivering HR services and compliance oversight for facility, food & beverage, and hostel staff, as well as managing HR-related processes for off-roll staff (contractual or outsourced employees). This role involves ensuring compliance with labor laws, maintaining engagement and retention strategies, handling employee relations, and streamlining HR operations. The HRBP will work closely with operational managers to foster a positive work environment, ensure consistent application of HR policies, and address the unique challenges of managing both on-roll and off-roll employees.
Key Responsibilities:
1. HR Support for Facility, F&B, and Hostel Staff: Act as the primary HR contact for facility, food & beverage, and hostel staff across the organization. o Address employee relations issues, conduct regular check-ins with staff, and ensure that HR policies are consistently applied. o Collaborate with department managers to understand operational challenges and provide tailored HR support for each team.
2. Off-roll Staff Management & Compliance: o Oversee HR processes for off-roll staff (contract or outsourced employees), ensuring compliance with local labor laws and organizational policies. o Track contractual agreements, ensure timely renewal or termination, and maintain compliance with statutory requirements such as minimum wage, ESI, PF, and leave policies. o Conduct audits to ensure that vendors supplying off-roll staff adhere to legal and organizational standards.
3. Talent Acquisition & Onboarding: o Partner with Talent Acquisition to support recruitment efforts for facility, F&B, and hostel staff, ensuring roles are filled in a timely manner. o Oversee the onboarding process for both on-roll and off-roll staff, ensuring a smooth transition and adherence to company standards. o Conduct orientation sessions for new hires, introducing them to HR policies, workplace safety, and operational guidelines.
4. Employee Engagement & Retention: o Design and implement engagement activities tailored to operational staff, promoting a positive and collaborative work environment. o Conduct stay interviews with key operational staff to understand and address their needs, reducing turnover. o Implement recognition and reward programs for on-roll and off-roll employees to enhance morale and productivity.
5. Performance Management & Development: o Support operational managers in setting performance standards, conducting appraisals, and providing feedback for on-roll and off-roll staff. o Identify development needs for operational staff and collaborate with Learning and Development to deliver relevant training programs. o Assist in managing performance improvement plans (PIPs) and address underperformance constructively.
6. Compliance & Policy Implementation: o Ensure that all HR policies are communicated and adhered to by on-roll and off-roll staff, including compliance with labor laws. o Conduct regular compliance checks and audits for off-roll staff to ensure vendors are meeting legal obligations, such as ESI, PF, and contract standards. o Provide regular training on HR policies, workplace conduct, and safety protocols to all operational staff.
7. Data Analysis & Reporting: o Track and report on HR metrics relevant to operational support and off-roll staff, including turnover, engagement levels, and compliance. o Prepare reports for management on employee issues, compliance status, and staffing needs for operational support. o Use data-driven insights to recommend improvements in HR support and engagement for operational and off-roll staff.
Key Competencies:
Relationship Building: Ability to establish and maintain effective relationships with operational and off-roll staff and managers.
Compliance & Attention to Detail: Strong understanding of labor laws, statutory requirements, and compliance standards for both on-roll and off-roll staff.
Problem-Solving & Conflict Resolution: Skilled in addressing and resolving employee relations issues, especially within operational and off-roll contexts.
Adaptability: Ability to handle the dynamic needs of various departments and adjust HR practices accordingly.
Data-Driven Decision Making: Proficient in tracking and analyzing HR metrics for operational support and using data to improve HR practices.
Required Qualifications:
Bachelor's degree in Human Resources, Business Administration, or related field.
3-5 years of HR experience, preferably with experience in operational support, facilities, or off-roll workforce management.
Strong knowledge of HR best practices in employee relations, performance management, and compliance.
Excellent communication and interpersonal skills, with the ability to engage with employees at all levels.
Preferred Qualifications:
HR certification (eg, SHRM-CP, PHR) is an advantage.
Experience in facility management, hospitality, or a similar operational environment.
Familiarity with compliance requirements for contract and outsourced staff
