HR Business Partner

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About The Role

Key Responsibilities

Business Partnering & People Strategy

• Partner with business leaders and managers to understand workforce priorities, align HR initiatives with business goals, and provide data-driven HR insights.
• Act as the first point of contact for people-related queries, ensuring fairness and consistency in policy application.
  

Performance Management

• Implement and manage performance management processes, including goal setting, mid-year/annual reviews, and development plans.
• Coach managers on effective feedback and ensure timely recognition and performance conversations.
• Support capability building and succession planning for critical roles.
  

Organizational Development

• Identify opportunities for organizational effectiveness and development within the region.
• Work with senior leadership to implement solutions that strengthen org design, improve collaboration, and enhance productivity.
• Lead initiatives that align culture, structure, and processes with business objectives.
  

Employee Engagement & Culture

• Drive employee engagement initiatives including town halls, team connect sessions, and cultural programs.
• Design and implement engagement frameworks that foster collaboration, inclusivity, and recognition.
• Gather employee feedback through surveys and listening mechanisms; recommend actionable improvements.
  

Onboarding & Employee Experience

• Lead the onboarding process to ensure a seamless new-hire experienceconduct induction, buddy programs, and cultural assimilation sessions.
• Build initiatives to strengthen employee belonging and retention during the first 90 days.
• Partner with HR Operations and TA teams to ensure smooth handovers from recruitment to onboarding.
  

Exit Management

• Manage the exit process including resignations, notice period discussions, and exit interviews.
• Identify and analyze attrition trends, providing insights and recommendations to leadership.
• Ensure smooth and respectful offboarding experience that maintains strong alumni relations.
  

What Were Looking For

• 47 years of HRBP or HR Generalist experience, preferably in a fast-paced SaaS/tech/start-up environment.
• Strong understanding of HR practices across the employee lifecycle hiring, onboarding, engagement, performance, exit.
• Proven experience in performance management, organizational development, and exit management.
• Excellent communication and stakeholder management skills.
• Ability to thrive in ambiguity, take ownership, and execute with speed.
• Experience in driving engagement activities (townhalls, events, recognition programs) is a strong plus.
  

What can you look for?

We are

Way forward

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