Human Resources Business Partner

Why Join 7-Eleven Global Solution Center?

When you join us, you will Take Ownership – Within a product area, the teams will own end-to-end delivery of solutions. The teams will be entrusted with responsibility and ownership for the delivery of products. They will also support the local teams in each country in integrating new digital assets with existing systems Challenge Yourself – Products built in Bangalore will be deployed across our network of convenience stores, supporting over a billion transactions per year. If you are up for a challenge like never before, step forward. Build Solutions for Scale – We have over 80,000 stores in over 18 countries dealing in a diverse range of products. The product team will build digital solutions to be deployed at scale, supporting our business operations spread across the globe. Move Around and Grow - Cross-functional learning is not just allowed at 7-Eleven; it’s applauded. We’ve got the size, stability, and resources that make it possible for employees to find rewarding careers Lead and Serve - 7-Eleven has always been about serving the needs of our customers and community.

Why We Exist, Our Purpose and Our Transformation

7-Eleven exists to be a customer-obsessed, digitally enabled organization, seamlessly linking our physical stores with digital products and services. Our purpose is to redefine convenience by continually delivering best-in-class customer experiences and solutions in an environment where consumer demands are rapidly changing. By anticipating customer needs, we develop and deploy platforms that allow customers to shop, pay and receive products and services how they choose. For our success, we are executing a cultural change underscored by leadership principles and supported by realigning organizational resources and processes.

THE ROLE: Sr./Specialist, HRBP

The HR Business Partner (HRBP) position is responsible for aligning business objectives with employees and management in designated business units. The position formulates partnerships across the HR function to deliver value-added service to management and employees that reflects the business objectives of the organization. The HRBP maintains an effective level of business literacy about the business unit's financial position, its midrange plans, its culture and its competition.

Key Responsibilities:

• Partner with business units through weekly check-ins and strategic HR discussions.
• Provide HR advisory support to line managers on people matters and organizational effectiveness.
• Analyze HR metrics and trends in collaboration with HR teams to craft relevant programs, policies, and solutions.
• Lead and resolve complex employee relations issues, including thorough investigations and documentation.
• Stay current on labor laws and ensure day-to-day compliance to minimize legal risk; partner with Legal when required.
• Deliver performance management support — coaching, counseling, career planning, and handling disciplinary matters.
• Foster a positive workplace by strengthening employee relations, morale, productivity, and retention.
• Interpret and communicate HR policies effectively to employees and managers.
• Drive org design, workforce planning, and succession planning efforts in alignment with business strategy.
• Identify training needs at both the team and individual leader levels; coordinate development initiatives.
• Take on additional HR-related duties as assigned in a fast-evolving environment.

Required Skills:

• Strong verbal and written communication skills.
• Excellent interpersonal skills and a customer-focused mindset.
• Highly organized, with sharp attention to detail.
• Strong understanding of org structures, role frameworks, compensation practices, and associated HR operations.
• Proven time management skills with the ability to prioritize and meet tight deadlines.
• Strong analytical and problem-solving capabilities.
• Proficient in MS Excel, with sound data management and reporting skills.

Qualifications:

• Bachelor’s degree in HR or related field (MBA/PGDM preferred but not mandatory).
• Minimum 3 years of hands-on experience handling complex employee relations cases.
• Solid working knowledge of multiple HR functions — compensation, org design, employee relations (union/non-union), DEI, performance management, and employment law.
• Strong command over Excel and HR data reporting tools.