Human Resource Business Partner

In this role you will own the full HR lifecycle for employees within the function. Your responsibilities will include supporting the annual workforce planning process, tracking recruitment, enabling effective functional on-boarding, driving performance management, career development and overseeing employee engagement and exit process management. In addition, you will work on function specific programs such as workforce transitions linked to project ramp-ups or ramp-downs.

A critical part of your role will be to partner with and coach managers to build a high-performance culture. You will work closely with Recruitment, Operations, Training and Service Managers.

Interfaces with: Talent Acquisition, HR Operations, Training, Service Managers, Service Head and MD.

Key Responsibilities

Headcount plan & Recruitment:

• Partner with HRM and leaders on the annual headcount plan and pacing for the year
• Track and drive recruitment in collaboration with the TA team
• Ensure timely hiring, aligned to the quality that is defined for each role.

Onboarding & Integration:

• Enable structured onboarding and functional orientation for new hires
• Track assimilation with 30, 60, 90 day check-ins and the confirmation process

Performance Management & Career Development:

• Partner with business leaders to set clear goals for the annual review period
• Drive the monthly performance management process (KPIs) with clarity and rigour
• Put in place Performance Improvement plans (PIPs) to support weak performers
• Enable career development and internal mobility discussions

Employee Engagement & Retention:

• Conduct regular check-ins and proactively address employee concerns
• Handle any workplace grievances with care and urgency
• Cascade all events at a functional level, encouraging participation at site.
• Reduce voluntary attrition by 10-15% year over year.

Business Partnering & Manager Capability:

• Educate Managers and on the various people processes
• Increase ownership of people processes with managers

HR Process Excellence & Projects:

• Refine the role of Site HR & improve from process coordination to process ownership
• Partner with COEs to implement processes with high consistency and compliance
• Reduce gaps in workflows and processes between the COE teams and Site HR
• Drive function specific projects effectively with the help and alignment of COEs

Key performance Indicators:

Headcount plan & Recruitment: % alignment to annual plan, Average Time to Fill

Onboarding, Engagement & Retention: New hire confirm rate, % of employees covered through listening circles, Voluntary attrition rate.

Performance Management: Average KPI, Rating Spread, etc.

Business Partnering & Managers: Improve quality of people decisions, Reduce escalations

HR Excellence Key Projects: Delivery on key projects and stakeholder feedback

Key Capabilities Required:

Strong Partnering and stakeholder management skills

Ability to balance operational execution with strategic thinking

Clear, structured communication and influencing ability

Comfort with data and ability to derive actionable insights

High ownership, responsiveness, and problem-solving mindset