Senior Executive HRBP

Role Purpose

To drive end-to-end warehouse manpower planning and bulk hiring while ensuring adequate workforce availability across warehouse operations. The role will also manage employee engagement, attendance, attrition, HR operations, and statutory compliance to support uninterrupted warehouse functioning.

Key Responsibilities

1. Bulk Hiring & Manpower Planning – Primary Responsibility

● Drive high-volume hiring for warehouse blue-collar positions, including pickers, packers, loaders, sorters, inventory associates, and other operational roles.

● Coordinate with the Talent Acquisition team to ensure timely fulfilment of approved manpower requirements.

● Develop and activate multiple hiring channels, including employee referrals, local recruitment drives, job portals, walk-ins, and local sourcing networks.

● Track daily hiring requirements, candidate line-ups, interviews, offer releases, joining ratios, and pending vacancies.

● Work closely with Warehouse and Operations Managers to forecast manpower requirements based on business volumes, shifts, and seasonal demand.

● Build a pipeline of backup candidates to support replacement hiring and reduce the impact of employee attrition.

● Monitor hiring TAT, offer-to-joining ratio, no-show rates, and recruitment effectiveness.

● Ensure timely closure of critical vacancies and maintain the required manpower strength across shifts.

2. Workforce Management

● Monitor daily attendance, absenteeism, late coming, and shift-wise manpower availability.

● Coordinate with Operations Managers to manage manpower shortages and ensure business continuity.

● Track employee attrition and implement retention initiatives for frontline employees.

● Support workforce planning during festive seasons, sales events, and periods of increased business demand.

3. Employee Relations & Engagement

● Address employee grievances, disciplinary issues, and workplace concerns.

● Conduct employee engagement initiatives and regular connect sessions with warehouse employees.

● Support employee onboarding, induction, policy communication, and exit formalities.

● Conduct exit interviews and analyse attrition trends to identify corrective actions.

4. HR Operations & Compliance

● Ensure timely completion of joining documentation, background verification, and employee data updates in Keka.

● Coordinate attendance regularisation, payroll inputs, leave management, and Full and Final Settlement processes.

● Ensure adherence to applicable labour laws, statutory requirements, and company HR policies.

● Maintain accurate employee records and ensure timely closure of HR-related queries.

Key Performance Indicators (KPIs)

1. Manpower Fulfilment: Closure of approved warehouse vacancies within the agreed TAT.

2. Hiring TAT: Timely fulfilment of blue-collar manpower requirements.

3. Joining Ratio: Improvement in offer-to-joining conversion and reduction in candidate no-shows.

4. Attrition: Reduction in frontline employee attrition.

5. Absenteeism: Improvement in attendance and shift-wise workforce availability.

6. Documentation Compliance: 100% completion of joining documentation within the defined 7-day TAT.

7. Stakeholder Satisfaction: Timely resolution of manpower requirements raised by warehouse operations.

Candidate Profile

● Graduate in HR, Business Administration, or a related discipline.

● 2-3 years of experience in HRBP, warehouse HR, or operations HR within e-commerce, logistics, retail, pharma distribution, or supply chain environments.

● Strong experience in bulk hiring and blue-collar workforce management.

● Good understanding of warehouse operations, manpower planning, attendance management employee relations, and statutory compliance.

● Ability to manage high-volume recruitment requirements and coordinate effectively with Talent Acquisition and Operations teams.

● Strong follow-up, analytical, stakeholder-management, and problem-solving skills.

Key Requirement: Candidates with hands-on experience in warehouse bulk hiring, frontline manpower

fulfilment, and attrition management should be given preference.