HR Business Partner

HR Business Partner


About the Role


Key Responsibilities

1. Business Partnering

• Partner with business leaders and managers on day-to-day and strategic people matters.
• Understand business priorities and translate them into relevant HR interventions.
• Act as a trusted advisor to managers on employee and people-related matters.
• Build strong relationships across levels and maintain regular employee connects.
• Proactively identify people challenges and work with stakeholders to address them.

2. Employee Lifecycle Management

• Drive key employee lifecycle processes including onboarding, confirmation, transfers, promotions, performance management, and exits .
• Ensure a smooth and consistent employee experience across key moments in the employee lifecycle.
• Partner with managers to address employee concerns and ensure timely resolution.
• Ensure HR policies and processes are effectively understood and implemented.

3. HR Process Building & Execution

• Build, improve, and implement HR processes based on business requirements and organizational priorities.
• Identify gaps in existing processes and drive simplification, standardization, and continuous improvement .
• Own HR trackers, dashboards, process documentation, and review mechanisms.
• Ensure timely execution and closure of HR initiatives.
• Work with relevant teams to improve HR systems, tools, and ways of working.

4. Employee Relations

• Act as a point of contact for employees on workplace concerns, grievances, and HR-related matters.
• Handle employee issues with fairness, confidentiality, and maturity.
• Partner with managers to proactively address employee relations concerns.
• Support disciplinary and corrective action processes in line with organizational policies.

5. Performance & Talent Management

• Drive performance management processes for the business/function.
• Partner with managers on goal setting, performance reviews, feedback, and performance improvement .
• Support talent identification, talent reviews, succession planning, and career development initiatives.
• Identify capability and talent gaps and work with L&D and Talent teams on appropriate interventions.

6. Employee Engagement & Culture

• Partner with business teams to create meaningful employee engagement initiatives.
• Use employee feedback and HR data to identify opportunities to improve employee experience.
• Support culture-building initiatives and organizational change programs.
• Drive effective communication of HR initiatives, policies, and organizational changes.

7. HR Analytics & Insights

• Own and track key people metrics such as headcount, attrition, absenteeism, hiring, employee movements, and other relevant HR metrics .
• Analyse people data to identify trends, risks, and opportunities.
• Create dashboards and reports for regular business and HR reviews.
• Use data and insights to support people-related decision-making.

8. Cross-functional HR Projects

• Support and drive organization-wide HR initiatives across areas such as talent management, performance management, engagement, culture, capability building, and organizational effectiveness .
• Work with cross-functional stakeholders to deliver projects within agreed timelines.
• Take ownership of assigned projects from concept to execution and closure .

What Makes You a Great Fit

• 14 years of experience in HR, preferably in an HRBP or business-facing HR role.
• Strong understanding of core HR processes and employee lifecycle management.
• Experience partnering with business leaders, managers, and employees .
• Strong employee relations and grievance-handling skills.
• Demonstrated ability to build and execute HR processes .
• Strong stakeholder management and communication skills.
• Comfortable working with HR data, dashboards, trackers, and reports.
• Strong ownership and execution orientation you take things from problem identification to closure .
• Ability to manage multiple priorities in a fast-paced environment.
• Strong problem-solving skills with a practical, business-oriented approach.
• High level of maturity, discretion, and confidence in handling sensitive employee matters.

Key Skills


The Person We're Looking For


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