HR Business Partner

Role - Senior Specialist - HR Business Partner (HRBP)

Experience: 10-14 Years

Key Responsibilities

• Partner with Business Unit Leaders and senior stakeholders to align people strategy with business objectives and drive organizational effectiveness.
• Act as a trusted advisor to leadership teams on workforce planning, talent management, organization design, employee engagement, and change management initiatives.
• Lead and implement HR strategies, policies, and programs that support business growth, operational excellence, and employee experience.
• Drive the end-to-end Talent Management agenda, including performance management, pay planning, succession planning, leadership development, and career progression frameworks.
• Collaborate with Centers of Excellence (Talent Acquisition, Learning & Development, Compensation & Benefits, Diversity & Inclusion, and Employee Relations) to deliver enterprise-wide HR initiatives.
• Provide strategic guidance and coaching to managers and leaders on employee relations, conflict resolution, performance improvement, and leadership effectiveness.
• Lead employee engagement, retention, and culture-building initiatives to foster a high-performance and inclusive work environment.
• Support organizational transformation, restructuring, and change management programs while ensuring smooth execution and stakeholder alignment.
• Analyze workforce data, HR metrics, and people insights to identify trends, recommend solutions, and drive data-driven decision-making.
• Ensure compliance with local labor laws, employment regulations, company policies, and data privacy standards.
• Oversee employee lifecycle processes, including onboarding, performance reviews, promotions, internal mobility, and exit management.
• Drive rewards, recognition, and retention strategies to enhance employee motivation and business performance.
• Build strong relationships with cross-functional teams and stakeholders across multiple geographies in a matrixed organization.
• Prepare and present HR dashboards, workforce analytics, and business reviews for leadership and management forums.
• Partner with leadership teams on succession pipelines and critical talent identification to ensure business continuity.

Education

• MBA / PGDM in Human Resources or related discipline from a recognized institution.