Manager HRBP

Role & responsibilities

HR Business Partner to be a foundational strategic partner, closely aligned with business leaders to shape and execute the people strategy across multiple practice areas. This pivotal role is responsible for driving a high-performance culture, leading talent and performance management cycles, and strengthening organizational health and employee engagement. The HRBP will be critical in building the function from the ground up, ensuring operational excellence across the full employee lifecycle, and translating business goals into actionable people priorities.

Key Responsibilities

1. Strategic Partnership

• Act as the single point of contact for business leaders and teams, translating overarching business goals into actionable people priorities.
• Partner with leadership to drive workforce planning, talent management, and organizational design aligned to critical business needs.
• Advise and coach managers on effective performance management, enhancing team effectiveness, and employee development.

2. Talent and Performance Management

• Drive the goal-setting and annual performance management cycle, ensuring clarity, fairness, and accountability across all teams.
• Identify high-potential talent within the organization and create targeted development plans to maximize their growth.
• Partner with business leaders to execute talent reviews, succession planning, and robust career pathing initiatives.

3. Employee Experience and Engagement

• Lead initiatives designed to assess and significantly improve organizational health and overall employee engagement.
• Conduct periodic pulse checks, analyze data to identify trends, and drive actionable plans to improve productivity, motivation, and retention.
• Champion and reinforce a culture of continuous feedback, inclusion, and sustained continuous improvement.

4. Operational Excellence

• Own the complete employee lifecycle for assigned business units, managing processes including onboarding, confirmation, internal movements, and exits.
• Partner seamlessly with HR Operations, Talent Acquisition, and Learning & Development teams to ensure flawless execution of all HR processes and full compliance.
• Track key HR metrics and present insightful data to leadership for strategic decision-making.

5. Change Management and Culture Building

• Support and lead organizational change initiatives, including the development of comprehensive communication plans and leadership engagement efforts.
• Reinforce company values and desired behaviors through proactive interventions, recognition programs, and leadership alignment activities.

Qualifications and Requirements

Education & Experience

• MBA or Masters degree in Human Resources or a related field.
• 6 to 9 years of progressive HR experience, with a minimum of 5+ years serving specifically as an HR Business Partner.
• Demonstrated hands-on experience in designing, implementing, and evaluating learning programs across various organizational levels.
• Looking for candidates from Service Industry & Have worked in Mid size organisation.