Lead - HRBP - IT

HR Business Partner (IT) will act as a strategic HR advisor to the Technology function, partnering closely with IT leadership to drive organizational effectiveness, talent strategy, and people-centric solutions.

• This role is responsible for building a high-performance culture, managing workforce planning, enhancing employee experience, and aligning HR initiatives with the organization's digital and technology goals
• Serve as a trusted advisor to IT leadership, providing insights on talent, structure, and workforce strategy
• Translate business objectives into HR strategies that drive performance and productivity
• Support organizational transformation initiatives, including digital acceleration, agile adoption, and capability building
• Lead workforce planning for all IT verticals: development, infrastructure, cloud, security, data, architecture, etc
• Drive talent reviews, succession planning, and leadership development for critical roles
• Partner with TA teams to ensure timely hiring and strong pipeline of niche IT talent
• Own end-to-end employee experience for IT employeesfrom onboarding to exit
• Develop programs to strengthen employee engagement, culture building, and retention
• Drive action planning based on employee feedback, pulse surveys, and engagement metrics
• Guide IT managers through goal-setting, performance evaluations, and capability assessments
• Identify high-performers and support rewards recommendations aligned with business impact
• Support creation of role-specific career paths for technical and managerial tracks
• Ensure adherence to labor laws, company policies, and global HR standards
• Monitor key HR metrics (attrition, productivity, engagement, time-to-fill) and drive corrective actions
• Work with HR CoEs (Comp & Ben, L&D, Talent Acquisition, HR Operations) to implement HR programs
• Lead change initiatives within IT including restructuring, new operating models, and culture programs
• Facilitate leadership workshops, team-building activities, and organizational health assessments
• Strategic thinking & business acumen, Strong stakeholder management, Ability to work with technical teams and leadership, Data-driven HR decision-making, Problem solving & conflict resolution,
• Excellent communication and collaboration skills and Comfortable with fast-paced, dynamic environments
• Improved retention and employee engagement scores in IT, Strong succession and talent pipeline for critical tech roles, Reduced hiring cycle time and better quality-of-hire, High leadership satisfaction with HR partnership and Smooth execution of change and transformation initiatives
• Skills required should have exposure to IT indistry globally

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