Manager_HRBP

Role & responsibilities

The HR Business Partner (HRBP) will act as a strategic advisor and partner to business leaders, driving talent strategy, performance culture, and employee engagement for the region/business vertical. This role will ensure alignment of people practices with organizational goals, foster a high-performance culture, and support leadership in workforce planning and capability building.

Key Responsibilities:

1. Strategic HR Support & Stakeholder Management

• Partner with business leaders to understand workforce needs, organizational priorities, and translate them into effective people strategies.
• Serve as a trusted advisor to leadership on HR policies, talent decisions, and organizational effectiveness.
• Drive alignment between business objectives and HR initiatives to enhance productivity and engagement.

2. Performance Management & Total Rewards Administration

• Lead the implementation of the performance management cycle (goal-setting, mid-year, annual reviews).
• Provide guidance on performance calibration, feedback, and development planning.
• Support compensation and benefits processes, ensuring internal equity and compliance with NBFC norms.

3. Talent Acquisition Mid to Senior Management

• Partner with Talent Acquisition teams to identify and attract management cadre talent across business and support functions.
• Drive proactive talent pipelining for critical and niche NBFC roles.
• Participate in selection panels and ensure a smooth candidate experience.

4. Learning & Development and Talent Management Operations

• Identify learning needs through business and performance insights; collaborate with L&D to design functional and behavioral learning programs.
• Support succession planning, leadership development, and high-potential identification initiatives.
• Drive learning effectiveness and talent development metrics.

5. HR Processes & Policy Compliance

• Ensure consistent application of HR policies and compliance with RBI, statutory, and company standards.
• Partner with HR Shared Services for seamless execution of onboarding, exit, and employee life-cycle transactions.
• Manage audits, MIS, and reporting for HR metrics.

6. Change Management

• Champion organizational change initiatives and support leaders in communicating and embedding new processes or cultural shifts.
• Facilitate employee adaptation during transformation, mergers, or restructuring initiatives.

7. Employee Relations, Engagement & Retention

• Foster a culture of openness, collaboration, and trust through proactive employee engagement initiatives.
• Address grievances effectively, ensuring timely resolution and policy adherence.
• Analyze attrition and engagement data to design retention interventions.

Key Skills & Competencies:

• Strong business acumen and stakeholder influencing ability.
• Expertise in HR analytics, performance management, and compensation processes.
• Excellent communication, facilitation, and interpersonal skills
• Hands-on with HRMS tools and advanced Excel/Power BI for HR reporting.