HRBP - Learning and Development and Support Functions

HR Business Partnering Support Functions

• Act as a strategic advisor and trusted HR partner to leaders of assigned support functions.
• Understand business goals and workforce needs; translate them into effective HR interventions.
• Lead manpower planning, talent acquisition coordination, and on boarding for support-function roles.
• Support performance management cycles including goal-setting, mid-year reviews, and annual appraisals.
• Provide guidance on employee relations, disciplinary matters, and conflict resolution.
• Analyze workforce data (attrition, engagement, productivity) and recommend actionable insights.
• Partner with leaders on organizational design, job evaluations, and role clarity initiatives.
• Drive HR policy implementation and ensure compliance with statutory and internal guidelines.
• Promote and support diversity, equity, and inclusion initiatives across support functions.
  

Learning & Development (L&D), Employee Engagement & Culture

• Develop and execute the annual L&D strategy aligned with organizational goals.
• Conduct training needs analysis (TNA) in partnership with business leaders.
• Design, curate, and deliver high-quality learning programs (classroom, virtual, blended).
• Manage external training partners, content providers, and vendors.
• Roll out capability-building programs such as leadership development, behavioural skills, and functional trainings.
• Track training effectiveness through feedback, assessments, and ROI metrics.
• Maintain and enhance the Learning Management System (LMS) or digital learning platforms.
• Drive initiatives in areas like on boarding learning journeys, career development frameworks, and succession planning.
• Design and drive engagement initiatives tailored to support-function employees.
• Facilitate communication forums, focus groups, and feedback channels.
• Partner with teams on recognition programs, wellness initiatives, and culture-building activities.
• Monitor engagement survey results and collaborate with leaders on action planning.
  

Requirements

Key Skills & Competencies:

• Expertise in Learning & Development frameworks
• Solid understanding of HR processes (performance management, OD, employee relations).
• Analytical mind-set with ability to interpret HR data and provide insights.
• Excellent communication, presentation, and facilitation skills.
• Ability to manage multiple priorities in a dynamic, fast-paced environment.
• High integrity, empathy, and relationship-building skills.
• Ready to travel
  

Qualifications & Experience

• Education: MBA/PGDM in HR
• Experience: Min 5 years of HR experience (with at least 23 years in L&D).
• Exposure to HR partnering for support functions is preferred.
• Experience designing and delivering trainings is an added advantage.