Director Business HR

Role Overview

The Core HR Business Partner (HRBP) serves as a strategic partner to business leaders, driving people strategies that align with business objectives and support organizational growth. The role is responsible for managing the end-to-end employee lifecycle across assigned business units, with a focus on workforce planning, talent management, succession planning, performance management, employee engagement, and organizational effectiveness. The HRBP will influence senior stakeholders and drive a robust talent agenda that enables business success.

Key Responsibilities

Strategic HR Partnership

• Partner with business leaders to develop and execute people strategies aligned with business goals.

• Advise on organizational design, workforce planning, talent development, and change management initiatives.

• Act as a trusted advisor on leadership development, employee engagement, and succession planning.

Talent & Performance Management

• Drive talent reviews, succession planning, and leadership pipeline development.

• Identify, develop, and retain high-potential talent to strengthen organizational capability.

• Lead the performance management process and support managers in driving high performance and career growth.

Employee Relations & Engagement

• Manage employee relations matters with a focus on fostering a positive and inclusive work environment.

• Drive employee engagement initiatives and support a strong culture of collaboration and accountability.

• Handle performance improvement, conflict resolution, and disciplinary matters as required.

HR Analytics & Workforce Insights

• Leverage HR metrics and analytics to provide data-driven insights and recommendations.

• Monitor key people metrics, including attrition, engagement, workforce utilization, and organizational health.

• Track the effectiveness of HR initiatives and support informed business decision-making.

Experience & Qualifications

• 10+ years of relevant experience as an HR Business Partner.

• An MBA from a reputed institute is preferred.

• Experience partnering with global stakeholders and supporting geographically dispersed teams across multiple regions.

• Strong expertise in talent management, succession planning, organizational development, employee relations, and workforce planning.

• Proven ability to influence senior stakeholders and drive business-aligned people outcomes.

• Demonstrated ability to drive people strategies in complex, matrixed, and fast-paced business environments.

Key Competencies

• Strong business and HR acumen with excellent problem-solving and analytical skills.

• Effective stakeholder management and influencing capability across all organizational levels.

• Excellent communication, consulting, and presentation skills.

• Strategic mindset with the ability to balance business priorities and people outcomes.

• Ability to thrive in dynamic environments and drive impactful change.