Senior HR Business Partner

Role Overview

Electrum is looking for a Senior HR Business Partner with hands-on training and development experience to strengthen organizational capability and support business performance across our electric two-wheeler operations.

You will partner with business leaders on workforce planning, performance, employee relations and talent development, while building practical learning programs for operational, technical and supervisory teams. Prior training and development experience is required; experience in the automotive industry is strongly preferred.

Key Responsibilities

HR Business Partnership

• Partner with business leaders to translate operational priorities into workforce, organization and people-development plans.
• Identify staffing and capability gaps, working with recruitment and business teams to improve hiring requirements, onboarding and workforce readiness.
• Coach managers on performance expectations, feedback, employee development and handling people issues.
• Support performance reviews, probation evaluations and improvement plans, ensuring clear expectations and accountable follow-through.
• Manage employee-relations matters with professionalism, confidentiality and consistency with company policies and applicable requirements.
• Use workforce data—including turnover, attendance, performance and capability gaps—to identify issues and recommend practical actions.

Training & Development

• Conduct training-needs assessments through operational data, manager discussions, field observations and employee competency assessments.
• Build and execute a prioritized learning plan covering onboarding, technical capability, service standards and frontline leadership.
• Work with Engineering, Aftersales, Quality and Operations subject-matter experts to develop practical training for mechanics, technicians, service advisors and other operational teams.
• Develop structured learning materials, on-the-job training guides, competency matrices and assessment tools.
• Facilitate training and coaching sessions, and develop internal trainers through train-the-trainer programs.
• Establish learning pathways for employees progressing into lead, supervisor and manager roles.
• Evaluate training through demonstrated skills, workplace application and relevant operating results—not attendance alone.
• Manage training providers, vocational-school partnerships and learning resources to support capability development.

Qualifications

• Bachelor’s degree in Human Resources, Psychology, Business, Education or a related discipline, or equivalent relevant experience.
• Experience as an HR Business Partner, HR generalist or people-development professional, with ownership of business-facing people initiatives.
• Proven hands-on experience designing, delivering and evaluating training and development programs—not solely coordinating training administration.
• Experience supporting frontline, technical, workshop, manufacturing or field-operation teams.
• Ability to conduct training-needs analysis, develop competency frameworks and translate operational requirements into practical learning programs.
• Strong facilitation, coaching, stakeholder-management and employee-relations skills.
• Ability to use HR and operational data to diagnose problems and evaluate the effectiveness of people initiatives.
• Willingness to work directly with teams at pools, workshops and other operational locations.

Preferred Qualifications

• Training and development experience within automotive OEMs, dealerships, aftersales networks, motorcycle businesses or automotive manufacturing.
• Experience developing mechanic or technician competencies, service-advisor capability, workshop-supervisor skills or technical certification programs.
• Experience establishing internal academies, structured on-the-job training or train-the-trainer programs.
• Exposure to electric vehicles, multi-location service operations or vocational-school partnerships.

Success Measures

• Faster onboarding and time to demonstrated job competency.
• Improved technical and supervisory capability against defined competency standards.
• Clear application of training in day-to-day work.
• More consistent manager-led performance and development practices.
• Measurable contribution to relevant operational outcomes, such as service quality, productivity and fewer repeat errors.