SM- HRBP & People Programs Lead

The Company

Our client is a trailblazer in the rapid-commerce and retail sector, driving innovation and operational excellence in the industry. As one of the fastest-growing businesses, they are redefining convenience and customer experience through seamless service delivery.

setting processes and building HR strategies that drive business impact

The Job

Driver & Delivery operations leadership

Key Responsibilities & Program Ownership :

This role requires a blend of Strategic Program Design and HR Execution.

I. Workforce Planning & Organizational Design

• Workforce Planning Lead:

  Partner with 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.

Your Profile

• 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.)
• Direct experience supporting a business unit of

  400+ employees

  across multiple, dispersed locations.
• Strong analytical skills; proven ability to convert raw

  HR data/metrics (attrition, engagement)

  into actionable business solutions.