Human Resources Business Partner- 35 LPA budget (Strategic HR mandatory, no recruitment or operations will be considered) (Only immediate joiners or those who are serving)

Purpose of the job: The role of Senior HR Business Partner (HRBP) is a strategic advisor and leader responsible for aligning HR practices with business strategy, partnering with senior management, and driving key HR initiatives that support organizational goals and workforce development.

Accountabilities:

1. Strategic alignment: 

•Ensuring that HR strategies are aligned with the company’s business strategy and goals.

•Gain a clear, current understanding of the company’s vision, strategic priorities, value drivers (growth, efficiency, innovation, market expansion), and risks.

2. Employee engagement: 

•Measuring and improving employee engagement through various initiatives, such as employee surveys and feedback mechanisms.

•Co-create engagement action plans: Partner with managers after surveys to prioritize issues (leadership, recognition, workload, growth) and translate them into concrete team level actions and timelines.

•Integrate engagement into core processes: Ensure that performance management, recognition programs, career development, and wellbeing initiatives are designed to drive engagement, not just compliance

•Enable genuine employee voice: Set up and support mechanisms such as focus groups, town halls, ERGs, and digital channels so employees can share concerns and ideas, and ensure responses are visible.

•Balance advocacy and business needs: Act as a fair broker in issues around workload, flexibility, and wellbeing, escalating systemic problems and influencing policy or practice changes where needed.

3. Talent management: 

•Developing and implementing strategies for attracting, retaining, and developing top talent within the organization.

•Identify talent gaps using org reviews, business plans, and data (e.g., age profile, internal mobility, time to fill) and translate these into clear talent priorities and roadmaps

•Lead annual and mid year talent reviews, ensuring robust, evidence based assessment of performance and potential (e.g., 9 box, calibrated ratings).

•Define critical roles and build succession slates with concrete readiness timelines, risk ratings, and targeted development plans for successors.

•Build consistency in how leaders talk about potential, readiness, and risk of loss, and document clear development and retention actions for critical and high risk talent.

•Monitor and regularly review succession health with leaders, triggering moves, stretch assignments, or external searches where pipelines are weak.

4. Performance management: 

•Developing and implementing performance management programs that align with the organization’s goals and objectives.

•Integrate performance management with talent decisions by driving rigorous KPI driven, feedback, and calibration for critical roles and high potential employees.

5. Leadership and capability development

•Partner with L&D/COEs to design leadership programs and targeted interventions for pivotal populations, hipots and specific functions 

•Use talent data and leader feedback to prioritize development themes (e.g., people leadership, ownership mindset, digital/AI skills) and measure impact on performance and bench strength.

6. Change management: 

•Leading and managing change initiatives across the organization, including reorganizations, mergers and acquisitions, and other significant changes.

•Diversity and inclusion: Developing and implementing strategies to promote diversity, equity, and inclusion within the organization.

•HR metrics: Developing and analyzing HR metrics to identify trends and opportunities for improvement in HR processes and practices.

•Compliance: Ensuring that HR practices and policies comply with legal and regulatory requirements in all jurisdictions where the company operates.

•Stakeholder management: Building strong relationships with internal and external stakeholders, including executives, managers, employees, and external partners.

7. Recruitment & Talent Acquisition

•Lead full-cycle recruitment: job posting, sourcing, screening, interviewing, and offer negotiation

•Collaborate with department heads to forecast hiring needs and workforce planning.

•Develop and implement effective recruitment strategies to attract diverse and qualified talent.

•Maintain strong relationships with recruitment agencies, job boards, and other sourcing partners.

•Optimize recruitment processes to reduce time-to-hire and cost-per-hire.

•Work closely with Campuses –Campus Reach out programs and engage on onboarding Management trainees and Interns

 Contacts:

Internal: Functional Heads, Teams, Employees, contractors, workforce of 2000+ employees

External: L&D Partners, Engagement Survey, HRMS tool providers, New Age technology providers, Business/ Technical Institutes

Educational Qualification

•Master’s degree from Premium Business Schools • Certification in People Analytics 

•Certification in Business Administration

Experience

• 8–12+ years of progressive HR experience

•Progressive years as an HR Business Partner or HR generalist supporting senior leaders.

Skill Summary:

Functional Skills

 Talent acquisition 

 HR tools, technology

 Workflows and processes

 Data Analysis & Reporting

General Skills

 People Management

 Stakeholder Management

 Strong Communication skills 

 Influencing skills

 General Administrative skills

 High quality of MS Excel skills

 Strong articulation, PowerPoint Skills