Human Resources Business Partner

Job Title:

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Department:

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Nature of work

About Ashoka University:

Role and Responsibilities:

The HR Partner serves as a strategic and operational partner to assigned departments, driving excellence across the employee lifecycle, from hiring and onboarding to engagement, retention, and performance. The role blends empathy with execution, enabling leaders and employees to achieve their goals while upholding Ashoka University’s values of care, connection, and collaboration.

The HR Partner serves as the single point of contact (SPOC) for people-related matters within their assigned portfolios, playing a key role in translating institutional priorities into actionable HR outcomes.

Key Responsibilities

1. Hiring & Onboarding Excellence

• Partner with hiring managers to define requirements, evaluate talent, and ensure a positive, timely recruitment process.
• Drive quality-of-hire by tracking post-hire feedback and hiring manager satisfaction.
• Ensure seamless onboarding through structured pre-joining communication, induction, and 0–6-month engagement check-ins.
• Track and address early attrition through proactive engagement and data-based interventions.

2. Employee Engagement & Relations

• Serve as a trusted advisor and first point of contact for employee concerns and queries.
• Conduct regular focus groups and feedback sessions to understand team sentiment and identify actionable areas for improvement.
• Partner with department heads to design and implement engagement initiatives that strengthen belonging and retention.
• Resolve grievances with empathy, fairness, and alignment with institutional policies.

3. HR Process Ownership & Compliance

• Ensure full adoption of HR processes and technology platforms (HRMS, onboarding systems, etc.).
• Maintain accurate documentation and audit-ready employee data for compliance and reporting.
• Partner with HR Operations for timely payroll inputs, confirmations, and employee lifecycle updates.
• Uphold adherence to all HR policies and legal frameworks, including POSH and labor regulations.

4. Performance, Growth & Feedback

• Support performance management cycles, including goal setting, calibration, and feedback sessions.
• Collaborate with the L&D team to identify training needs and support targeted learning interventions.
• Facilitate promotion and progression discussions in line with institutional frameworks.

5. Data-Driven Decision Support

• Use HR analytics and reports to generate insights on hiring quality, attrition, engagement, and performance.
• Present actionable recommendations to leadership teams and contribute to quarterly workforce reviews.
• Maintain dashboards tracking department-specific people metrics for transparency and continuous improvement.
• Participate in the continual development of HR programs, such as recruitment, retention, compensation, benefits, and L&D

Key Skills

• Strong stakeholder management and interpersonal skills.
• Analytical mindset with the ability to interpret HR data and draw insights.
• Excellent written and verbal communication skills.
• Proven ability to manage multiple priorities with attention to detail and follow-through.
• Sound judgment in handling sensitive employee issues with confidentiality and balance.
• Strong execution skills with a focus on process adherence and quality delivery.

Qualifications

• 6–9 years of progressive experience as an HR Partner or HR Generalist.
• Proven understanding of HR systems, data management, and core HR processes.
• Demonstrated success in employee engagement, relations, and change management.
• Bachelor’s or master’s in Human Resources, Business Administration, or a related field.