HR Partner

Air India Express is hiring for the role of HR Partner, full time role.
Role- HR Partner
Location- Gurugram, Haryana
Reporting- HR Business Partner (Non-Flying)
IC Role
Role Purpose
Act as a Partner and operational anchor for Non-flying functions, handling ~750–1000 employees, driving people strategy, employee experience, compliance excellence, and operational HR governance across stations.
This role will act as the “eyes and ears” of the organization, ensuring real-time pulse sensing while owning end-to-end HR delivery, Gold standard people processes, Compliance, Audits, and Complex people matters in a high-paced, operational environment.
Key Responsibilities
1. Strategic HR Business Partnering
Partner with employees to translate business priorities into actionable HR strategies
Drive manpower planning, workforce optimization, and productivity improvement
Act as a trusted advisor to Managers / Ops. Leaders on all people-related matters
Enable a high-performance culture through performance management, goal alignment, and leadership coaching
Facilitate organizational effectiveness, restructuring, and span-of-control optimization
Own eNPS outcomes and cultural alignment, driving initiatives inline to organization values to strengthen employee advocacy, engagement, and values-led behaviors across locations
2. Employee Lifecycle Management (End-to-End Ownership)
Own the end-to-end lifecycle, ensuring strong HR oversight from hiring (as a quality gatekeeper), deployment, performance cycles, growth, retention, and exit
Ensure seamless and standardized HR process execution across all stations
Drive consistent policy interpretation and application across geographies
3. Grievance Management, Discipline & Investigations
Lead disciplinary frameworks, misconduct handling, and closure of cases with documented outcomes
Conduct/coordinate investigations, fact-finding, and recommendation reports
Handle grievances and escalations with sensitivity and fairness
Ensure strong industrial relations climate across locations
4. Compliance, Audits & Governance (Core Anchor Responsibility)
Act as single point of accountability for HR compliance at stations
Ensure adherence to:
Labour laws & statutory requirements
DGCA & aviation guidelines (where applicable)
Internal policies & SOPs
Lead internal/external audits, vigilance queries, and compliance reviews
Maintain audit-ready documentation and HR repositories
Drive closure of audit observations within defined timelines
Manage risk areas proactively, including regulatory, disciplinary, and operational compliance
5. Managing Complexities & High-Intensity Operations
Handle high-pressure operational scenarios (IROPs, disruptions, transfers, manpower shortages)
Drive decision-making in ambiguous and sensitive cases
Provide real-time HR support during crises / escalations
Balance business continuity with employee experience and compliance
6. Employee Experience & Engagement
Actively sense, listen, and respond to employee pulse
Drive engagement initiatives across stations
Strengthen Employee Value Proposition (EVP) on ground
Improve retention, morale, and productivity
7. Stakeholder & Cross-functional Collaboration
Partner with HR COEs (TA, L&D, Rewards, ER, Payroll) for seamless delivery
Work closely with Operations, Security, Engineering, Finance, Legal
Ensure alignment between corporate HR strategy and station-level execution
8. Data, Analytics & Continuous Improvement
Use analytics to track:
Attrition trends
Productivity metrics (merit demerit)
Employee Engagement via connects, Station visits etc.
Build dashboards (including RAG views) for leadership visibility
Key Deliverables
Strong HR governance across Locations
Reduced employee grievances and faster closure timelines
Improved retention and engagement scores
Seamless HR operations during business disruptions
Span of Control Employee base: 750–1000
Qualifications
MBA / PGDM in HR with Previous experience in HR Business Partnering Role (preferably in aviation / operations / large workforce environments)
Strong exposure to:
Employee Relations & Disciplinary frameworks
HR Compliance & Audits
Business Partnering in operations-heavy environments
Critical Competencies
Strong stakeholder management & influencing skills
High ownership and decision-making ability
Ability to manage ambiguity and pressure
Strong understanding of labour laws & compliance
Data-driven thinking and problem solving
Operational agility and on-ground orientation

Work arrangement
No