Manager, HR Business Partner

Position Summary

Manager – HR Business Partner (HRBP)

Key Responsibilities

Strategic Business Partnering

• Collaborate with business leaders to understand organizational goals and design HR strategies to support business objectives.
• Provide insights on workforce planning, talent deployment, and organizational design.
• Act as a trusted advisor to leadership on people-related matters.

Employee Engagement & Culture

• Drive initiatives to foster employee engagement, retention, and a strong organizational culture.
• Conduct regular employee connects, feedback sessions, and action planning.
• Partner with leadership to implement diversity, equity & inclusion (DEI) initiatives.

Talent Management & Development

• Partner with Talent Acquisition and L&D to attract, develop, and retain top talent.
• Identify high-potential employees and design succession planning initiatives.
• Support leadership development programs and career pathing frameworks.

Performance Management

• Manage the performance review cycle, ensuring fairness, consistency, and alignment with business objectives.
• Coach managers on providing constructive feedback and handling performance-related issues.

Employee Relations & Compliance

• Provide guidance on employee relations, conflict resolution, and disciplinary actions.
• Ensure HR policies and processes are compliant with local labor laws and organizational standards.
• Mitigate risks by proactively addressing employee concerns.

HR Analytics & Reporting

• Track HR metrics (attrition, engagement, performance outcomes, headcount planning).
• Share insights with leadership to enable data-driven decisions.

Qualifications & Skills

• Master’s degree in HR, Business Administration, or related field (MBA/PGDM preferred).

• 8–12 years

  of progressive HR experience, with at least

  3–4 years

  in an HRBP or consulting-focused role.
• Strong understanding of HR processes, labor laws, and industry practices.
• Excellent interpersonal and stakeholder management skills.
• Ability to influence leadership, drive change, and build trust.
• Analytical mindset with experience in HR reporting and workforce analytics.
• Exposure to business consulting/professional services industry preferred.

Key Competencies

• Strategic thinking with business acumen
• Strong relationship-building and influencing skills
• Ability to manage ambiguity and drive change
• Proactive problem-solving and conflict resolution
• High integrity and confidentiality