About WPP Media
WPP is the creative transformation company. We use the power of creativity to build better futures for our people, planet, clients and communities. For more information, visit wpp.com.WPP Media is WPP’s global media collective. In a world where media is everywhere and in everything, we bring the best platform, people, and partners together to create limitless opportunities for growth. For more information, visit wppmedia.com
Role
At WPP Media, we believe in the power of our culture and our people. It’s what elevates us to deliver exceptional experiences for both our clients and each other. In this role it will be critical to embrace WPP & WPP Media’s shared core values:
- Be Extraordinary by Leading Collectively to Inspire transformational Creativity.
- Create an Open environment by Balancing People and Client Experiences by Cultivating Trust.
- Lead Optimistically by Championing Growth and Development to Mobilize the Enterprise.
Job Title
: Manager – HR Business Partner
Location
: Mumbai
Reports to
: Senior HR Business Partner
Role Summary
: The Manager – HR Business Partner is a key member of the Talent team, responsible for end-to-end people management for assigned business units. This role partners closely with leaders to build a high-performance, inclusive culture, drive employee engagement, enable capability development, and deliver seamless HR operations. The ideal candidate blends empathy with data-driven decision-making, demonstrates strong stakeholder management, and has an aptitude for technology and AI-enabled HR practices.
Role Responsibilities
Stakeholder Management and Business Partnership
- Build trusted relationships with business heads, managers, and cross-functional partners.
- Work with Senior HRBP to translate business strategy into people plans, culture shifts, and change management.
- Influence without authority to drive adoption of HR programs and leadership behaviours.
Employee Life Cycle Management
- Own end-to-end employee lifecycle for assigned business groups: onboarding, probation/confirmation, role changes, internal mobility, exits.
- Ensure high-quality onboarding experiences; drive 30/60/90-day check-ins for new hires.
- Partner with Talent Acquisition and Resource Management team on headcount management, ensuring quality talent pipeline and closures.
- Manage offboarding processes, conduct exit interviews, analyse attrition trends, and implement retention actions.
Employee Engagement and Experience
- Design and execute engagement plans aligned with business priorities (listening strategy, pulse surveys, town halls, recognition).
- Analyse survey outcomes; create action plans with leaders and track improvements.
- Cascade critical organization level communications and announcements including process or policy changes, etc
Employee Relations and Grievance Handling
- Act as a trusted advisor and first point of contact for employee concerns, grievances, and conduct issues.
- Partner with the Senior HRBP on investigations to ensure timely closure and documentation.
- Advise leaders on policy interpretation and employment law compliance; escalate risks appropriately.
Performance Management
- Drive the full performance cycle: goal setting, mid-year and annual reviews, calibration, and feedback quality.
- Advise managers on performance conversations, development plans, and managing underperformance.
- Partner with the Rewards team on merit and promotion cases as well as critical retentions.
Learning and Development
- Diagnose capability gaps; co-create learning roadmaps with L&D and functional leaders.
- Collaborate with L&D team to drive organization wide learning initiatives and programs.
- Promote a learning culture through manager enablement, micro-learning, and continuous feedback loops.
HR Operations and Compliance
- Ensure data accuracy in HRIS; maintain employee records, letters, contracts, and approvals in partnership with the central HR Operations team.
- Support benefits administration, policy implementation, and statutory compliance in partnership with HR Ops and Legal.
Resource Management and Workforce Planning
- Support capacity planning, budget alignment, and deployment decisions with the business.
- Facilitate internal mobility, succession planning, and strategic talent moves.
- Use data to identify hotspots (attrition risk, skill gaps, bench strength) and recommend interventions.
Central HR Projects and Change Initiatives
- Contribute to enterprise-wide HR projects (policy refreshes, HRIS enhancements, employee experience initiatives).
- Manage project plans, cross-functional coordination, and stakeholder communications.
Skills And Competencies
- Empathy and strong interpersonal skills; ability to build trust at all levels.
- Proactiveness and agility; comfortable operating in fast-changing environments.
- Eye for detail and process rigor; high standards on accuracy and documentation.
- Influencing without authority; adept at stakeholder management and conflict resolution.
- Data interpretation and storytelling; ability to derive insights and drive action.
- Proficiency in Microsoft Excel and PowerPoint is a plus.
- Aptitude for Technology and AI; comfort working with HRIS/ATS (e.g., Workday, Greenhouse), survey platforms (Culture Amp), and AI-driven HR tools.
- Excellent written and verbal communication; strong presentation and facilitation skills.
- Eagerness to learn and adapt; growth mindset and continuous improvement orientation.
Qualifications
- 5–6 years of total HR experience, with 2–3 years as an HR Business Partner or HR Generalist supporting business units.
- Postgraduate degree in HR or related field (MBA/PGDM in HR, MS/MA in HRM) preferred.
- Strong understanding of HR fundamentals: performance management, ER basics, compensation, L&D, HR operations.
- Exposure to technology-led organizations (tech, SaaS, product, services) is an advantage.
Life At WPP Media & Benefits
Our passion for shaping the next era of media includes investing in our employees to help them do their best work, and we’re just as committed to employee growth as we are to responsible media investment. WPP Media employees can tap into the global WPP Media & WPP networks to pursue their passions, grow their networks, and learn at the cutting edge of marketing and advertising. We have a variety of employee resource groups and host frequent in-office events showcasing team wins, sharing thought leadership, and celebrating holidays and milestone events. Our benefits include competitive medical, group retirement plans, vision, and dental insurance, significant paid time off, preferential partner discounts, and employee mental health awareness days. WPP Media is an equal opportunity employer and considers applicants for all positions without discrimination or regard to characteristics. We are committed to fostering a culture of respect in which everyone feels they belong and has the same opportunities to progress in their careers.We believe the best work happens when we're together, fostering creativity, collaboration, and connection. That's why we’ve adopted a hybrid approach, with teams in the office around four days a week. If you require accommodations or flexibility, please discuss this with the hiring team during the interview process.Please read our Privacy Notice for more information on how we process the information you provide.
