Lead HR Business Partner

1. Organizational Context:

The Lead - HR Business Partner plays a pivotal role in designing and operationalizing HR Strategy, enhancing HR Service Delivery that is required for the smooth functioning of the organization. This role ensures partnering with business to ensure proper alignment of organization s Goal & Objectives to drive people led business transformation & growth.

1. Job Purpose / Role Summary:

The role is accountable for architecting the HR strategy, designing HR interventions for maximizing employee potential and driving productivity & efficiency in alignment with business outcome. The incumbent will partner with business leaders/managers to develop and implement interventions that foster operational excellence through effective Employee Life cycle Management. This role requires deep expertise in organizational effectiveness, HR strategy and change management with a strong focus on measurable business outcomes.

1. Key Stakeholders:

Strategic Leadership team, Function & Business Unit Heads, Managers & Employees, HR COEs, External Partners

1. People Leadership:

Lead a team of HR Business Partners providing guidance, coaching, and development insights to ensure they are equipped to work with business to implement the most effective solution to enhance employee productivity and engagement.

1. Key Job Duties and Responsibilities

• Develop and implement a comprehensive HR strategy and provide HR expertise in decision-making processes.


• Partnering with business at all levels to ensure HR Service Delivery excellence to all stakeholders by understanding business and aligning people strategy.


• Act as the strategic HR leader for the business units, aligning HR initiatives with core business goals related to engagement, productivity and cost-efficiency.


• Ensure Uniform deployment of HR Policies/Systems/Processes across all Business Units/ Regions.


• Work with Business Teams to evolve optimum operating model leveraging Organization Design Principles & benchmarked best practices.


• Collaborate with senior leaders to understand business needs, diagnose operational issues and co-create HR solutions that drive business outcomes.


• Manage employee relational issues, such as work-life balance, conflict resolution, workplace safety and providing coaching & guidance to managers.


• Drive end-to-end Employee Lifecycle Management including Employee Engagement at all levels.


• Implement various HR initiatives, change management programs and communicate relevant HR updates to employees, leadership and stakeholders.


• Develop and track HR metrics and analytics to measure the impact of HR initiatives on business outcomes.


• Appropriate management & deployment of organization HRMS System to enhance employee productivity and experience.


• Collaborate with COEs to improve Organization Performance and implement appropriate rewards strategy to develop and retain top talent.


• Ensure robust governance, ROI measurement, and continuous improvement of HR Service Delivery in line with changing needs of the business.

1. What Success Looks Like (12-24 months)

• Diagnose and assess organizational effectiveness, productivity gaps, and workforce dynamics, develop and implement targeted action plans.


• Implementation of changes in organization and measurement of organizational benefits vis- -vis change.


• Drive employee engagement programs to ensure enhanced workforce productivity and measure their impacts through qualitative and quantitative metrics.


• Optimize workforce structures and roles to support business agility and cost efficiency, including headcount rationalization, spans of control and role clarity.


• Partner with Finance and Business Leaders to analyze HR cost levers and implement initiatives to improve ROI on people investments.


• Mentor and coach HRBPs and functional leaders on driving performance culture, employee morale and change readiness.


• Serve as a key change agent, ensuring seamless execution of transformation initiatives with minimal disruption to employee experience.


• Improvement in key Employee Metrices (E-Sat Scores, Attrition of High Performers, Employee Productivity etc. )

1. Ideal Profile

• Minimum 18 years of proven expertise in HR Business Partnering, HR Operations/ Service Delivery for large enterprises.


• MBA/ Post Graduate in Management/ Bachelors degree in HR or a related field


• Significant exposure to digital services, telecom or B2B sectors is mandatory


• Proven expertise in designing and implementing HR Strategy/ Employee Benefit Policies, etc.


• Understanding of business operations and goals


• Strong analytical and problem-solving skills


• Excellent communication and stakeholder management skills


• Experience using various leading HRMS tools (Oracle, SAP, Etc. )


• Knowledge of labor laws and regulations related to employees/ offices.

1. Added Advantage

• HRBP certification is a plus.


• Experience working in high-growth, matrixed, or global organizations.


• Exposure to agile ways of working or digital transformation.