Senior Manager - HRBP

Senior Manager - HR Business Partner & People Programs Lead

Key Responsibilities & Program Ownership

I. Workforce Planning & Organizational Design

• Workforce Planning Lead: Partner with DnD leadership to forecast staffing needs, design optimal organizational structures for new city launches/scaling, and manage resource allocation to ensure business objectives are met.
• Capability Planning Program: Proactively identify critical skill gaps (e.g., leadership, operational excellence) within the employee base and collaborate with the L&D team to deploy targeted training and development programs.
• Succession Planning: Drive annual/bi-annual talent reviews and succession planning for key leadership and high-potential roles within the distributed teams.
  

II. Employee Experience & Retention

• Attrition Control Program Owner: Deep-dive into attrition data and exit interview feedback to diagnose root causes of voluntary and involuntary turnover across the distributed employee base.
• Design & Implement Retention Programs: Develop, launch, and manage scalable programs (e.g., recognition frameworks, career pathing, manager enablement) to improve employee engagement and reduce regrettable attrition.
• Employee Engagement & Culture: Lead the analysis of engagement surveys (e.g., eNPS), create action plans with managers, and champion Swiggy's culture across remote teams, ensuring a consistent and positive employee experience.
  

III. Core HR Business Partnership

• Performance Management: Advise and coach managers on all aspects of the performance cycle, including goal setting, feedback, and performance improvement plans (PIPs).
• Employee Relations (ER): Manage and resolve moderate-to-complex employee relations issues, conflicts, and internal investigations, maintaining strict confidentiality and ensuring fair, consistent policy application.
• Manager Coaching: Provide day-to-day guidance to line managers and leaders on people issues, talent development, and effective leadership practices for distributed teams.
• Compensation & Benefits: Partner with the central C&B team to ensure compensation practices are competitive, fair, and effectively managed during annual review cycles and promotions.
  

Experience

• 4 - 8 years of progressive HR experience, with a minimum of 2-4 years as an HRBP.
• Experience supporting a high-volume, highly distributed blue-collar or operations-focused employee base (e.g., Logistics, FMCG, E-commerce.)
• Domain - Direct experience supporting a business unit of 400+ employees across multiple, dispersed locations.
• Education - Bachelor's degree required. A full-time PGDM/MBA in Human Resources is strongly preferred.
• Core Skills - Strong analytical skills; proven ability to convert raw HR data/metrics (attrition, engagement) into actionable business solutions.