Executive HRBP

Key Responsibilities

Business Partnering

• Partner with BU / Functional Heads to design and execute people strategies aligned to business objectives.
• Participate in business reviews, organisational design, workforce planning, and talent strategy.
• Ensure HR interventions directly support productivity and growth goals.

Organisational Effectiveness & Transformation

• Workforce restructuring, role redesign, and organisational optimisation projects.
• Facilitate change management during expansion, digital transformation, and restructuring phases.

Talent Management & Leadership Development

• Build and manage succession plans for critical positions; identify high-potential talent pipelines.
• Drive talent reviews and capability assessments; partner with L&D to implement leadership development initiatives.
• Coach business leaders and managers on people leadership.

Workforce Planning & Talent Acquisition

• Forecast manpower requirements aligned to business plans; oversee quality hiring and time-to-fill metrics.
• Build employer branding for critical and hard-to-fill roles.

Performance & Engagement

• Drive goal-setting, performance reviews, and PIPs; build a performance-driven culture across business units.
• Design and execute employee engagement initiatives; manage listening mechanisms and action planning.
• Improve retention and reduce critical attrition.

Employee Relations, Compliance & HR Analytics

• Manage employee grievances, conflict resolution, and disciplinary processes; ensure statutory labour law compliance.
• Use HR data and dashboards to surface trends, business risks, and actionable insights for leadership.
• Promote HR technology adoption and drive digital HR transformation initiatives.

Preferred candidate profile

Candidate Requirements

Education

• MBA / PGDM in Human Resources (full-time, from a recognised university).
• Certifications in OD, Coaching, Analytics, HRBP, or Change Management are an advantage.

Experience

• Min 5 years in HR with a minimum of 2-3 years as an HR Business Partner supporting senior business leaders.
• Must have managed HR coverage for 1,000+ employees across multiple locations or business units.
• Exposure to diversified businesses, manufacturing, or service sectors preferred.

Critical Competencies

• Business Acumen understanding of P&L, productivity metrics, and growth drivers.
• Strategic Thinking ability to connect business strategy to organisation capability and talent strategy.
• Influencing Skills track record of influencing BU Heads and functional leaders without direct authority.
• Organisational Development hands-on experience in org design, change management, and leadership development.
• Data-Driven Decision Making – comfortable with HR analytics, dashboards, and workforce metrics.
• Executive Presence – perceived as an advisor, consultant, and transformation partner rather than a transactional HR manager.

Key KPIs

• Attrition reduction and critical talent retention.
• Leadership pipeline strength and succession readiness.
• Time-to-fill, quality of hire, and hiring manager satisfaction scores.
• Employee engagement and culture index improvement.
• HR process efficiency and compliance adherence.