Director, HR Business Partner

Job Description

As the Director of the HR Business Partner team in Infor India, you will lead a team of HRBP’s to deliver strategic people solutions that align with the organization’s objectives. This role requires a strong balance of strategic leadership, operational excellence, and the ability to influence senior leaders. You will act as a key advisor to business leaders, driving workforce strategies, fostering leadership development, and ensuring the effective execution of HR initiatives across the organization. Responsibilities : * Responsible for aligning and implementing HR strategy and objectives with leadership at the business unit or location level. * The position serves as a strategic consultant and trusted advisor to the leadership team on human resource-related matters. * Facilitates organization and leadership development efforts, working with senior leaders to address root causes of human resources issues. Develops and drives companywide programs and initiatives (eg, talent management, succession planning, workforce planning, and organizational design and change). * Assists senior leadership in the development of solutions through cultural and process perspective organizational development. * The HRBP Director takes the business unit through the calendar of HR events, is a part of the senior leadership team, acts as an employee champion, and serves as a change agent for the business. * The HRBP proactively communicates with the HR Leadership Team and the appropriate global HR functions and seeks to develop integrated solutions. * They will formulate partnerships across the global HR functions to deliver business value- that reflect the business objectives of the organization. * Viewed by the business as a strategic partner, change agent, and member of the leadership team. Core responsibilities include: 1. Strategic HR Leadership * Develop and implement the overarching HRBP strategy to support the organization’s goals and growth plans. * Partner with business leaders and the executive team to align people strategies with business objectives. * Drive organizational effectiveness through workforce planning, talent management, and culture-building initiatives. 2. Team Leadership and Development * Lead, mentor, and develop a team of HR Business Partners, ensuring they are equipped to meet the needs of their respective business units. * Foster a high-performing HRBP team culture that emphasizes collaboration, accountability, and strategic impact. * Provide coaching and development opportunities for HRBPs to enhance their strategic influence and operational expertise. 3. Workforce Planning and Talent Strategy * Oversee workforce planning, succession planning, and talent reviews to ensure business continuity and readiness for future growth. * Collaborate with Talent Acquisition and PBM / Learning & Development teams to address skill gaps and create robust pipelines for critical roles. * Partner with business leaders to identify high-potential talent and define tailored development plans. 4. Employee Engagement and Culture * Lead initiatives to strengthen employee engagement and enhance the organization’s culture, aligned with PBM. * Collaborate with business leaders and HR teams to address engagement survey insights, creating targeted action plans to improve morale and productivity. * Champion diversity and other focused initiatives, embedding them into talent strategies and HR processes. 5. Performance and Change Management * Partner with leaders to establish a high-performance culture through effective performance management practices. * Drive change management efforts for organizational transformation, ensuring effective communication and alignment across teams. * Provide guidance to business leaders on managing complex employee relations issues, ensuring consistency and compliance with policies and regulations. 6. Data-Driven Decision Making * Leverage people analytics to provide insights into workforce trends, engagement, and performance. * Develop dashboards and reporting mechanisms to track the impact of HRBP initiatives on business outcomes. * Use data to identify challenges, recommend solutions, and monitor progress against HR and business objectives. 7. Collaboration Across HR Functions * Act as a bridge between HRBPs and other HR Centres of excellence (e.g., Talent Acquisition, HRSS, Total Rewards, PBM Leadership, Learning & Development etc). * Ensure seamless integration of HR programs across business units, aligning HR solutions with organizational priorities. * Serve as a key voice for business unit needs within the HR leadership team, advocating for resources and support where necessary. Required Qualifications and Skills: * Experience: * 18+ years of HR experience, with at least 10 years in a senior HRBP or HR leadership role. * Proven track record of building and leading high-performing HRBP teams. * Education: * Bachelor’s degree in Human Resources, Business Administration, or a related field. * Master’s degree (MBA, HRM, or equivalent) is Mandatory. Certifications (e.g., SHRM-SCP, SPHR) are highly desirable. * Strategic Acumen: * Strong ability to connect people strategies with business goals. * Experience in influencing senior leaders and navigating organizational complexities. * Leadership Skills: * Proven ability to lead, mentor, and develop HR professionals. * Skilled at building credibility and fostering trust with executive teams and employees alike. * Analytical Expertise: * Strong command of people analytics, with the ability to interpret data and translate insights into actionable strategies. * Collaboration and Communication: * Exceptional interpersonal and communication skills, with the ability to engage and influence stakeholders at all levels. * Proven experience in managing cross-functional collaborations and delivering cohesive solutions. * Role model for teamwork and skilled at fostering synergies between HRBPs, HR Centres of Excellence (CoEs) & Shared Services teams (HRSS) teams to support an integrated HR delivery system. * Change Management: * Experience in leading large-scale organizational transformations, with a focus on culture and engagement. * Expertise in managing complex employee relations scenarios and ensuring compliance with legal requirements. * Technology Proficiency: * Familiarity with HRIS platforms, analytics tools, and digital collaboration solutions. Ability to work with tech teams, provide relevant inputs and build out solutions. Other Required Skills / Expectations: * Strong business, financial, operational, competitor landscape, human resources acumen. * Consultative skills, Communications covering oral, written and presentations. * Awareness of HRMS systems and tools, significant understanding of HR technology and ability to create ‘as required’ solutions. * Ability to influence, consult, coach senior leaders and effectively communicate across all levels of organization. * Data-driven both in diagnosing business problems, understanding insights, and in providing HR solutions. * Demonstrated ability to set and handle multiple competing priorities in the face of changing demand. * Possesses both strategic thinking capability and hands on HR plan implementation experience. * Experience working in a multi-national business and ability to work in cross-functional & cross regional teams. * Strong change management experience and adaptability; ability to lead change management efforts. What We Offer: * A leadership role with the opportunity to shape the strategic direction of HRBP practices. * A collaborative environment that values innovation and continuous improvement. * Competitive compensation and benefits, with a focus on professional growth and work-life balance. * The chance to influence organizational success and employee satisfaction at scale. About Infor Infor is a global leader in business cloud software products for companies in industry specific markets. Infor builds complete industry suites in the cloud and efficiently deploys technology that puts the user experience first, leverages data science, and integrates easily into existing systems. Over 60,000 organizations worldwide rely on Infor to help overcome market disruptions and achieve business-wide digital transformation. For more information visit www.infor.com Our Values At Infor, we strive for an environment that is founded on a business philosophy called [1] Principle Based Management™ (PBM™) and eight Guiding Principles: integrity, stewardship & compliance, transformation, principled entrepreneurship, knowledge, humility, respect, self-actualization. Increasing diversity is important to reflect our markets, customers, partners, and communities we serve in now and in the future. We have a relentless commitment to a culture based on PBM. Informed by the principles that allow a free and open society to flourish, PBM™ prepares individuals to innovate, improve, and transform while fostering a healthy, growing organization that creates long-term value for its clients and supporters and fulfillment for its employees. Infor is an Equal Opportunity Employer. We are committed to creating a diverse and inclusive work environment. Infor does not discriminate against candidates or employees because of their sex, race, gender identity, disability, age, sexual orientation, religion, national origin, veteran status, or any other protected status under the law. If you require accommodation or assistance at any time during the application or selection processes, please submit a request by following the directions located in the FAQ section at the bottom of the infor.com/about/careers webpage. At Infor we value your privacy that’s why we created a policy that you can read [2] here. References Visible links 1. https://www.kochind.com/about/business-philosophy 2. https://www.infor.com/about/privacy Show more Show less