Deputy head HRBP

Job Description Deputy Head – HRBP

Job Title

Deputy Head – HR Business Partnering (HRBP)

Experience

8+ Years

Department

Human Resources

Location

Bengaluru

Job Summary

The Deputy Head – HRBP will be responsible for leading the HR Business Partnering function and driving strategic HR initiatives aligned with business objectives. The role will partner closely with senior business leaders to understand workforce requirements, strengthen employee engagement and organizational culture, drive performance and talent development, and ensure effective execution of HR policies and processes.

The role will act as a strategic HR advisor to business leaders while ensuring a consistent, employee-centric, and high-performance culture across the organization.

Key Responsibilities

• Partner with senior business leaders and functional heads to understand business priorities and translate them into effective HR strategies and workforce plans.
• Lead the end-to-end employee lifecycle, including onboarding, confirmation, promotions, transfers, career movements, retention, and exit processes.
• Drive performance management initiatives, including goal setting, performance reviews, talent reviews, calibration, and performance improvement plans.
• Develop and implement employee engagement, recognition, retention, and organizational culture initiatives to improve employee experience.
• Lead employee relations and grievance management, ensuring timely resolution of workplace concerns while maintaining fairness and compliance.
• Partner with Talent Acquisition, Learning & Development, and business teams on talent planning, capability building, succession planning, and leadership development.
• Identify high-potential talent and support career development, internal mobility, and succession planning initiatives.
• Provide insights and recommendations to leadership using HR metrics, workforce analytics, attrition trends, engagement data, and other people-related KPIs.
• Drive implementation of HR policies, processes, and compliance requirements across business functions and locations.
• Lead organizational change and transformation initiatives, ensuring effective communication, stakeholder alignment, and employee adoption.
• Coach and guide HRBP/HR team members to strengthen HR partnering capabilities and ensure consistent delivery of HR services.
• Identify people-related risks and proactively recommend solutions to improve productivity, retention, employee experience, and organizational effectiveness.
• Prepare and present HR dashboards, MIS reports, workforce insights, and business reviews to senior management.
• Ensure alignment and consistency in HR practices across multiple teams/functions while addressing business-specific people requirements.

Desired Skills & Competencies

• Strategic HR Business Partnering
• Workforce Planning & Talent Management
• Employee Relations & Grievance Handling
• Performance Management
• Employee Engagement & Retention
• Succession Planning & Career Development
• Organizational Development & Change Management
• HR Analytics & People Metrics
• Stakeholder & Leadership Management
• HR Operations & Compliance
• Policy Development & Implementation
• Coaching & Team Management
• Strong Communication & Presentation Skills
• Problem-Solving and Decision-Making

Qualifications

• MBA / PGDM / MSW in Human Resources or a related field.
• 8+ years of progressive experience in HRBP, HR Generalist, Employee Relations, or strategic HR roles.
• Experience in partnering with senior stakeholders and managing HR initiatives in large, complex, or multi-location organizations will be preferred.

Success Measures

• Effective alignment of HR strategy with business objectives.
• Improved employee engagement, retention, and overall employee experience.
• Effective performance and talent management across business functions.
• Strong succession planning and development of internal talent.
• Timely and effective resolution of employee relations matters.
• Successful implementation of HR policies, processes, and compliance requirements.
• Data-driven HR decision-making through effective use of people analytics.
• Successful execution of organizational change and people initiatives.
• Improved stakeholder satisfaction and effectiveness of HR Business Partnering.
• Development and performance of the HRBP team.