ABOUT US:
Established in 1996, Morphogenesis is globally recognized for its diverse work, encompassing a range of specialized practice areas such as Master Planning, Urban Design, Architecture, Interior Design, and Landscape Design. Our belief in sustainability shapes all our work, forming the consistent theme in our designs.Morphogenesis sees itself as an institution in perpetuity – a living, thriving ecosystem, a repository of data, information, knowledge, and wisdom. ‘Learning’ is the firm’s strongest value, and each Morphogenesis member learns and contributes to learning in equal measure. The firm enables this by building out its program along the lines of an educational course and offers wide exposure, both in terms of projects and discourse. Furthermore, the conscious choice to operate in a mini studio format allows for cross-pollination of ideas and propagates high levels of design innovation.
LOCATION: DELHI
EXPERIENCE: 4+years
Roles & Responsibilities of an HR Business Partner (HRBP) – Architecture Firm
- Strategic HR Alignment: Implement HR strategies that align with the firm’s creative vision, studio culture, and long-term business goals.
- Talent Development & Retention: Support current and future business needs through effective development, engagement, motivation, and retention of human capital.
- Employee Relations: Act as a bridge between management and employees, addressing concerns, resolving grievances, strengthening inter-team communication and fostering a culture of trust and transparency.
- Onboarding & Integration: Design and facilitate an onboarding experience that immerses new team members into the firm’s ethos, design philosophy, work process, and collaborative studio environment.
- Performance Management: Oversee the performance management system to ensure timely feedback, goal alignment, and continuous improvement.
- Learning & Development: Identify training needs and monitor the effectiveness of learning programs to enhance skills and productivity.
- People Analytics & Reporting: Provide insights and data to leadership through HR metrics to inform decisions on staffing, studio resourcing and talent pipeline management.
- Talent Acquisition: Manage the end-to-end recruitment process including sourcing, interviewing, and onboarding of qualified candidates for open positions.
- Lifecycle & Exit Management: Manage employee transitions smoothly, including resignations, exit interviews and issuance of relieving and experience letters.
- HR Documentation & Compliance: Maintain accurate employee records, including appointment, confirmation, in line with the firm’s operational policies.
- Policy Implementation: Implement and ensure adherence to company policies, procedures, and best HR practices across all functions.
- Task Management & Delegation: Prioritize and delegate HR tasks effectively to optimize team efficiency and productivity.
- HR Systems & Technology: Manage and optimize the use of HRMS and talent management systems to support HR operations and data management.
Requirements
Required Qualifications
- Master’s or Bachelor’s degree in Human Resources, Business Administration, or a related field from a reputed university.
- Minimum of 4 years of experience in a Human Resources supervisory role, preferably within professional services, an architecture, design, or allied creative industry.
- Proven track record of enhancing employee engagement, morale, and retention in dynamic, team-oriented environments.
- Exceptional interpersonal, verbal, and written communication skills, with the ability to build strong relationships across all levels of the organization.
- Proficiency in HRMS platforms; experience with studio-centric or project-based HR tools is a plus.
- Strong working knowledge of Microsoft Office Suite (Excel, Word, PowerPoint) and Outlook.
- Ability to adapt to the unique culture of design studios, managing creative talent across multi-disciplinary teams.
