The Talent Acquisition & HR Business Partner (HRBP) plays a critical role in building a high-performing workforce while ensuring strong people practices across the employee lifecycle. This role combines strategic talent acquisition, HR business partnering, employee relations, and administrative excellence. The incumbent will work closely with leadership and employees to drive hiring outcomes, strengthen engagement, ensure policy compliance, and support a positive workplace culture.
1. Talent Acquisition & Workforce Planning
Partner with business leaders to understand hiring needs, workforce plans, and role requirements.
Manage end-to-end recruitment lifecycle: sourcing, screening, interviewing, offer management, and onboarding.
Build strong talent pipelines using job portals, social platforms, referrals, and direct sourcing.
Drive employer branding initiatives to attract quality talent.
Ensure timely closure of positions while maintaining quality-of-hire benchmarks.
Coordinate with hiring managers to improve interview effectiveness and candidate experience.
2. HR Business Partnering
Act as a trusted HR advisor to business leaders and employees.
Support organizational effectiveness through workforce insights, engagement initiatives, and people interventions.
Partner with leadership on performance management, goal setting, and employee development conversations.
Identify people risks and proactively recommend solutions aligned with business goals.
Support change management initiatives and organizational restructuring, when required.
3. People Operations & Employee Experience (Supportive Role)
_ This combined area includes
Employee Relations, HR Operations, and Policy/Compliance:
a) Employee Relations & Engagement
Address employee concerns, grievances, and conflicts with empathy, confidentiality, and fairness.
Ensure consistent application of HR policies, disciplinary processes, and corrective actions.
Drive engagement initiatives, feedback mechanisms, and culture-building programs.
Support managers in handling sensitive employee situations and performance issues.
Promote a respectful, inclusive, and compliant workplace environment.
b) HR Operations & Administration
Manage employee lifecycle processes: onboarding, confirmation, transfers, exits, and documentation.
Assist in accurate employee records, HR MIS, and compliance documentation.
Coordinate payroll inputs, attendance, leave management, and statutory compliance with stakeholders.
Support audits, HR reporting, and data accuracy.
c) Policy, Compliance & Process Improvement
Implement and communicate HR policies, SOPs, and guidelines across the organization.
Continuously review HR processes to improve efficiency, consistency, and employee experience.
Support standardization of HR practices across locations or business units.
Contribute to HR projects focused on automation, scalability, and operational excellence.
YOUR PROFILE
10+ years of progressive experience in Talent Acquisition, HRBP, and HR Operations.
Proven track record of executive-level recruitment and strategic HR partnering.
Strong expertise in employee relations, HR operations, labor laws, and compliance.
Exceptional stakeholder management, communication, and decision-making skills.
Experience in HRTech, SaaS, consulting, or high-growth multinational organizations preferred.
Highly strategic, results-oriented, and employee-centric with integrity, confidentiality, and influence.
Strong communication and stakeholder management abilities across technical and non-technical groups.
Problem-solving mindset with a bias for structured thinking and proactive issue resolution.
Ability to translate technical details into business-relevant insights and recommendations.
