HRBP Manager - Tech

We are looking for a strategic, business-focused, and people-centric manager-HRBP to partner with our technology functions, including engineering, product, IT infrastructure, information security, SCM, and digital transformation teams. The role requires an individual who can influence business leaders, build high-performing teams, drive organizational effectiveness, and deliver people strategies that enable business growth. The ideal candidate will have strong experience in HR business partnering, talent management, employee relations, performance management, organizational development, and partnering with technology leadership.

The core responsibilities for the job include the following:

Strategic HR Business Partnering:

• Act as a trusted HR advisor to technology and product leadership teams.
• Translate business priorities into people strategies that support organizational growth and business objectives.
• Partner with business leaders on workforce planning, organizational design, succession planning, and capability building.
• Drive organizational effectiveness and enhance team productivity across technology functions.

Talent Acquisition and Workforce Planning:

• Collaborate with talent acquisition teams to drive hiring strategies for niche technology and leadership roles.
• Forecast manpower requirements and ensure timely fulfillment of critical business positions.
• Support employer branding initiatives to attract top technology talent.

Performance and Talent Management:

• Drive goal setting, performance reviews, talent calibration, and succession planning.
• Coach managers on performance improvement, career development, and talent retention.
• Identify high-potential employees and create development plans aligned with business needs.

Employee Engagement and Culture:

• Lead employee engagement initiatives to improve employee experience and foster a high-performance culture.
• Partner with leaders to strengthen collaboration, inclusion, and employee well-being.
• Analyze engagement data and implement action plans to improve retention and satisfaction.

Employee Relations:

• Handle complex employee relations matters with professionalism and confidentiality.
• Guide managers on performance issues, disciplinary actions, grievances, and conflict resolution.
• Promote a culture of transparency, accountability, and trust.

Learning and Leadership Development:

• Identify capability gaps within technology teams.
• Partner with learning and development teams to build technical, functional, and leadership development programs.
• Drive leadership capability-building initiatives across business functions.

HR Analytics and Business Insights:

• Track and analyze HR metrics, including attrition, hiring, engagement, productivity, diversity, and retention.
• Present people insights and recommendations to senior leadership through dashboards and reports.
• Use data to drive strategic people decisions.

HR Operations and Compliance:

• Ensure compliance with company policies, employment laws, and statutory requirements.
• Support HR process improvements, automation initiatives, and policy implementation.
• Collaborate with HR COEs to ensure seamless employee lifecycle management.