HRBP / HR Business Partner / Full Stack HR

Experience : 4–8 years

Work Mode : Work from office (5 days a week)

Reporting To : Manager - HRBP

Philosophy : People – Performance – Profitability – Purpose

Core Pillars : Culture – Growth – Learning

Core Values : People-Centric – Client-Centric – AI-Centric

Role Snapshot

As a Full Stack HR Business Partner, you will be the strategic architect and operational backbone of our people strategy—blending visionary thinking with hands-on execution across the entire employee lifecycle. From hiring to alumni, culture to compliance, analytics to advocacy, you'll act as a trusted advisor to business leaders, a coach to teams, and a champion of our people-first, tech-enabled approach.

You will partner across Talent Acquisition, L&D, HR Ops, Finance, and Tech teams to co-create scalable, agile, and human-centric solutions that fuel business growth, elevate culture, and future-proof our workforce.

What You'll Do

End-to-End People Ownership

1. Workforce Planning & Hiring
2. Forecast talent needs, align hiring to revenue goals, and drive speed + quality in recruitment.
3. New Joiner Onboarding & 30-60-90 Day Integration

Ensure smooth onboarding and track the new hire's integration, performance, and development during the first 90 days.

1. Experience & Engagement
2. Build data-driven engagement programs that boost eNPS and strengthen employee connections.
3. Performance & Growth
4. Implement agile performance management, enable career conversations, coaching frameworks, and PIP execution.
5. Rewards & Recognition
6. Monthly and quarterly Rewards & Recognition (R&R) programs to ensure equitable, competitive, and performance-driven compensation.
7. Learning & Leadership Development
8. Co-create personalized, digital learning ecosystems with L&D for upskilling and leadership readiness.
9. Career Pathing & Succession
10. Enable transparent career architecture and proactively plan for key-role continuity.
11. People Analytics, Attrition & Retention
12. Decode trends, design interventions, and protect critical talent pipelines.
13. Grievance Handling & Culture of Care
14. Own employee query resolution with empathy and fairness; build trust through timely conflict resolution.
15. Dignified Exit & Alumni Engagement
16. Make every exit graceful, capture feedback, and turn alumni into brand advocates.
17. Manager Connects

Facilitate regular one-on-one interactions between managers and employees to provide guidance, feedback, and support.

1. DU Head Business Review

Conduct periodic reviews with the Delivery Unit Head to discuss business performance, team updates, key challenges, and action plans.

1. Promotions & Career Progression Support:

Support employees with promotions and career growth opportunities. Help them understand their career path and development options within the organization.

1. Employee connects

• One on one, Manager connects, New joiner connects, DEI connects, Skip level meetings, and other business level connects.

HR Ops & Governance

• Monitor leave, WFH, and attendance patterns to align productivity with policy.
• Ensure 100% timesheet compliance for billing and utilization accuracy.
• Maintain people dashboards and analytics for data-driven decisions.
• Drive policy awareness and compliance through clear communication.
• Enable daily, weekly, monthly cadence and facilitate manager connects, all-hands, FGDs, and client meetings.

Strategic HR Leadership

• Serve as a thought partner to senior leaders on org design, talent strategy, and transformation.
• Use predictive analytics to identify trends and proactively manage risk.
• Champion digital HR tools and AI-driven solutions to elevate employee experience.
• Lead talent redeployment and workforce agility initiatives for revenue optimization.

Cross-Functional Collaboration

• Talent Acquisition: Align hiring with growth, diversity, and strategic needs.
• HR Ops: Ensure seamless execution and compliance.
• L&D / OD: Drive change management and leadership programs.
• Finance: Sync on workforce costs and ROI.
• Tech Teams: Embrace AI and automation to modernize HR delivery.

Culture, Growth & EVP

• Activate values through storytelling, leadership rituals, and everyday behaviors.
• Scale teams, capabilities, and mindsets through agile HR practices.
• Foster a culture of curiosity, experimentation, and continuous learning.

Employer Brand & Next Practices

• Position the organization as a Next-Gen IT Employer of Choice through strategic EVP and digital presence.
• Benchmark against industry leaders and embed next practices in talent, engagement, and digital HR.
• Leverage AI and data to personalize experiences and future-proof HR.

What Makes You a Best Fit

• 4–8 years in HR with a strong track record in high-growth, matrixed organizations.
• Deep expertise across the HR spectrum ( HR Ops, HRBP, L&D, OD, Analytics).
• Strategic thinker with commercial acumen and change agility.
• Tech-savvy and data-literate, fluent in HRIS and digital platforms.
• Excellent communication, stakeholder influence, and people-first mindset.
• Postgraduate in HR from a reputed institute.
• Proficient in Excel, PPT, Dashboards, Analytics.
• Minimum 3 years tenure in your current/previous role.

Why Join Us

• Shape the future of HR in a fast-growing, tech-led company.
• Work directly with senior leaders and global teams to drive strategic impact.
• Be part of a culture that celebrates mastery, purpose, autonomy, and innovation.
• Unlock career growth, competitive rewards, and meaningful purpose.

About QualiZeal

QualiZeal is North America's fastest-growing independent digital quality engineering services company. With a diverse portfolio of digital transformation services encompassing Quality Engineering, Digital Engineering, Advisory and Transformation, and Emerging Technology Testing, QualiZeal empowers organizations globally to achieve quality excellence and sustainable market leadership.

Trusted by 70+ global enterprises and with a headcount of 1000+ elite software professionals, QualiZeal is pioneering AI-enabled Quality Engineering innovation and has consistently maintained an outstanding client Net Promoter Score (NPS) of over 75.