Associate Director - Business Partnering - People Relations

We are seeking a highly accomplished HR Business Partnering leader to serve as the Head of HRBP and strategic

people partner to the business. The incumbent will lead the HRBP function, manage and develop the HRBP team, and

work closely with senior business leaders to translate business priorities into an integrated people strategy. The role is

accountable for strengthening organizational effectiveness, leadership capability, workforce stability and employee

experience, with particular emphasis on attrition management and retention.

The ideal leader will bring strong business acumen, executive presence and a proven record of delivering measurable

HR outcomes in a complex, high-growth environment. Experience within ITES, BPM/BPO, Shared Services or US

Healthcare is strongly preferred.

ABOUT THE BUSINESS / PROJECT CONTEXT

Prochant is a revenue cycle management organization focused on the home-based care industry, with expertise

across Home Medical Equipment (HME), infusion and specialty pharmacy, and home health and hospice. The

organization combines people, process and technology to support revenue cycle outcomes for healthcare providers.

As part of the organization's continued growth and evolution, this leadership role will strengthen the HR Business

Partnering operating model and create a more proactive, data-led people agenda. The incumbent will partner with

business leadership to anticipate workforce risks, improve retention, build leadership capability and ensure HR

remains closely aligned to operational and strategic priorities.

LEADERSHIP ACCOUNTABILITIES

• Lead the HRBP function: Set the vision, operating model, governance and priorities for HR Business Partnering

across the organization.

• Lead and develop the HRBP team: Build a high-performing HRBP leadership bench through coaching, capability

development, clear KPIs and accountability.

• Strategic business partnership: Act as a trusted advisor to senior leaders on organization design, workforce

strategy, talent, performance and employee matters.

• Drive workforce stability: Establish a structured approach to attrition, retention and critical-talent management,

supported by actionable workforce analytics.

• Shape organizational effectiveness: Lead people interventions that improve productivity, leadership effectiveness,

culture and organizational health.

• Executive stakeholder management: Influence senior stakeholders with data, insight and practical

recommendations; constructively challenge decisions where required.

CORE RESPONSIBILITIES

Strategic HR Business Partnering

• Partner with business and functional leadership to understand strategic priorities, workforce implications and

organizational challenges.

• Translate business objectives into pragmatic HR strategies, annual people plans and measurable outcomes.
• Provide executive-level counsel on people decisions, organizational changes, leadership effectiveness and workforce

risks.

Attrition, Retention & Workforce Stability

• Own the enterprise/business-unit approach to voluntary and regrettable attrition management.
• Use attrition analytics, exit insights, engagement data and manager-level trends to identify root causes and prioritize

interventions.

• Develop targeted retention strategies for critical roles, high performers and vulnerable talent segments.
• Establish governance, dashboards and action reviews to ensure accountability for retention outcomes.

HRBP Team Leadership & Capability

• Lead, mentor and develop the HRBP team; establish role clarity, service standards, KPIs and operating cadence.
• Build HRBP capability in consulting, analytics, change leadership, stakeholder management and business acumen.
• Create a culture of ownership, continuous improvement and evidence-based decision making within the HRBP

function.

Talent, Performance & Leadership

• Drive talent reviews, succession planning, critical-role identification and leadership development in partnership with

business leaders.

• Strengthen performance management through consistent goal setting, calibration, feedback and performance

improvement practices.

• Partner with leaders to identify capability gaps and build actionable development plans.

Employee Experience & Organizational Effectiveness

• Lead employee engagement and experience interventions aligned to business needs and workforce insights.
• Advise on organization design, spans/layers, role clarity, change adoption and culture initiatives.
• Support leadership communication and change management during business transformation and organizational

changes.

People Analytics & Governance

• Build a data-driven HRBP agenda using workforce dashboards, trend analysis and predictive indicators.
• Present clear executive insights on attrition, retention, engagement, talent, productivity and workforce risks.
• Establish governance mechanisms to track action plans, outcomes and continuous improvement.

Cross-Functional HR Partnership

• Work closely with Talent Acquisition, Learning & Development, Total Rewards, HR Operations and other HR COEs to

deliver integrated people solutions.

• Ensure consistent interpretation and execution of HR policies, processes and employee practices across the

organization.

REQUIRED EXPERIENCE & QUALIFICATIONS

• 15+ years of progressive HR experience, including significant experience in HR Business Partnering and senior HR

leadership roles.

• Demonstrated experience leading an HRBP function/team and partnering with senior business and executive

stakeholders.

• Strong track record in attrition management, retention strategy, employee engagement and workforce planning.
• Experience managing people challenges at scale within ITES, BPM/BPO, Shared Services or US Healthcare

environments is strongly preferred.

• Deep understanding of HRBP frameworks, organization effectiveness, talent management, succession planning and

performance management.

• Strong capability in HR analytics, workforce metrics and translating insights into business actions.
• Excellent executive communication, influencing, negotiation and stakeholder-management skills.
• Bachelor's degree in Human Resources, Business Administration or a related discipline; MBA/PGDM in HR is

preferred.

Success Profile:

Strategic Leadership Executive presence, enterprise thinking and ability to influence senior leadership.

Business Acumen Strong understanding of operations, workforce economics and business drivers.

Data Orientation Ability to convert HR data and workforce trends into decisions and measurable

action.

Change Leadership Comfort leading people transformation, organizational change and complex

stakeholder environments.

People Leadership Proven ability to build high-performing HRBP teams and develop HR leaders.

KEY SUCCESS MEASURES

• Reduction in regrettable and voluntary attrition, with sustained improvement in retention.
• Improved engagement and employee experience across supported business units.
• Strength and effectiveness of the HRBP team, including stakeholder satisfaction and capability maturity.
• Successful execution of strategic people initiatives aligned with business priorities.
• Improved talent visibility, succession readiness and leadership effectiveness.
• Timely, data-driven identification and mitigation of workforce risks.

IDEAL CANDIDATE PROFILE

We are looking for a senior HR leader who combines strategic thinking with strong execution someone who can

operate credibly with executives while remaining close enough to the business to understand the employee and

operational realities.

The successful candidate will be recognized for building strong HRBP teams, solving complex

people challenges, and delivering measurable improvements in retention, engagement and organizational

effectiveness.