Sr Manager- HRBP-Night shift

Role & responsibilities

Key Responsibilities

• Proactively partner with designated business leaders to understand their strategic objectives and translate them into actionable HR priorities and solutions.
• Serve as a trusted advisor, offering expert guidance on organizational design, workforce planning, talent management, and employee engagement initiatives that directly support consulting practice growth.
• Drive the alignment of talent strategies with business goals, ensuring the right people are in the right roles with the right capabilities.

• Performance Management & Professional Development:

• Provide expertise and partner with business leaders to validate performance information, promotion recommendations, and coaching activities. o Support leadership sessions and communications regarding performance, promotions, and ongoing feedback.
• Serve as a sounding board and expert resource for stakeholders on coaching needs derived from performance management processes.
• Provide direction for setting KRAs/Goal Setting and oversee the effective execution of the Performance Management system.
• Assess training needs, provide guidance for learning programs, and monitor their impact to support professional development and mentorship.

• Talent Lifecycle Management & Retention:

• Lead and manage all aspects of the talent lifecycle within assigned client groups, including career progression and succession planning for consulting professionals.
• Develop and implement proactive retention strategies and attrition control measures to mitigate talent loss in key roles, fostering a highly engaged and productive workforce.
• Collaborate closely with the Talent Acquisition team to ensure forecasting of demands and creating a talent pipelining, selection processes that meet business needs.

• Organizational Development & Change Leadership:

• Identify and assess organizational development needs, such as team effectiveness, leadership capabilities, and cultural enhancement, within client groups.
• Design and implement targeted interventions and programs to address these needs, driving organizational effectiveness and employee productivity.
• Effectively lead and serve as a champion for change management initiatives, guiding leaders and employees through transitions in a rapidly evolving consulting landscape. o Champion a culture of ongoing feedback and high performance.

• Employee Engagement & Culture:

• Keep a tab on the pulse of the people by leveraging various sources (e.g., HealthCheck, pulse surveys, exit interviews) and drive effective programs to continuously improve engagement and the people experience.
• Advise key stakeholders on ways to reinforce and strengthen culture, community, and engagement within their teams and the broader organization.
• Partner with business leaders on issue identification, action planning, and office engagement initiatives.
• Participate in and support recognition programs and communications. o Drive compelling employee engagement initiatives regularly to build a powerful connection with employees.
• Travel to business locations to enhance employee engagement and cultivate strong relationships with leaders and teams.

• Compensation & Benefits:

• Assist in the annual compensation revision process and help maintain pay plans and benefits programs.
• Drive analytics to provide insights to leadership on internal/external trends and movements in compensation.

• Employee Relations & Compliance:

• Provide expert guidance and support on complex employee relations issues, which may include intake, investigations, conflict resolution sessions, and actioning any next steps.
• Ensure fair and consistent application of policies and compliance with labour laws. o Promote a positive and inclusive work environment, addressing concerns proactively and mediating conflicts effectively.
• Develops and communicates people guidelines, policies and procedures (e.g., onboarding, orientation, POSH).

• HR Operations, Analytics & Cross-functional Collaboration:

• Create and analyze HR metrics regularly to make effective, data-driven decisions. o Liaise across HR teams to support stakeholders with specific issue areas (e.g., onboarding, orientation, people guidelines).
• Work with other HR teams and corporate functions to create and maintain best practices that drive shared outcomes and deliver strong impact and a positive customer experience.
• Provide mentorship, coaching, and guidance to the broader HR team.

Qualifications

Education:

Experience:

• 8-10+ years of progressive human resources experience, with a significant portion (ideally 5+ years) in a dedicated HR Business Partner role within a fast-paced, dynamic environment.

Core Competencies & Skills:

• Strategic Partnership:

  Demonstrated ability to build strong, credible relationships and influence business leaders at all levels, operating as a trusted advisor who translates business strategy into HR solutions.

• Communication & Interpersonal Skills:

  Superior communication skills (written, verbal, and presentation) with the ability to articulate complex HR concepts, facilitate discussions, and influence outcomes effectively.

• Analytical & Problem-Solving:

  Exceptional analytical and problem-solving abilities, with a data-driven approach to identifying root causes, developing solutions, and measuring HR impact. Strong mental agility to navigate complex issues.

• Organizational Acumen & Agility:

  Strong organizational, planning, and project management skills, coupled with a proven ability to thrive and adapt in a fast-paced, ambiguous, and constantly evolving environment.

• HR Expertise:

  In-depth knowledge of HR best practices across various disciplines (talent management, performance, compensation, employee relations, organizational development), along with a solid understanding of labor laws and compliance regulations.

• Confidentiality & Integrity:

  Unquestionable integrity and a proven ability to manage highly sensitive and confidential information with utmost discretion.

• Customer Focus:

  A highly responsive and customer-centric approach, committed to delivering exceptional service and positive employee experiences.

• Technical:

  Proficiency with HR Information Systems (HRIS) and HR analytics tools is essential.

Preferred candidate profile

software product-based organizations