Human Resource Business Partner

Role Purpose

The Manager – HR Business Partner will partner closely with business leaders and managers to translate business priorities into effective people strategies and solutions. The role will provide strategic and hands-on HR partnership across the employee lifecycle, with a strong focus on employee relations, performance management, talent development, workforce planning, manager capability, engagement, and organizational effectiveness.

Lead or contribute to strategic HR projects and organization-wide people initiatives.

Drive process improvement, automation, and digitization of HR processes.

Support implementation of new HR programs, frameworks, and employee experience initiatives. 

Key Success Measures

• Effective resolution of employee relations matters
• Improved manager capability and quality of people management
• Performance management effectiveness
• Talent retention and internal mobility
• Employee engagement and experience outcomes
• Timely and effective HR support to business leaders
• Adoption and effectiveness of HR programs
• HR process efficiency, governance, and compliance
• Business stakeholder satisfaction

Desired Qualifications & Experience

• MBA/PGDM in Human Resources or equivalent qualification.
• 13-15 years of progressive HR experience, preferably with significant HRBP experience.
• Strong experience in employee relations, performance management, talent management, and stakeholder management.
• Experience partnering with senior business leaders and people managers.
• Strong understanding of HR policies, practices, and employment regulations.
• Excellent communication, influencing, coaching, and problem-solving skills.
• Strong analytical and data interpretation capabilities.
• Ability to manage sensitive and confidential employee matters with maturity and discretion.

Ideal Competencies

• Business Acumen
• Strategic HR Thinking
• Employee Relations
• Stakeholder Management
• Influencing & Consulting
• Performance Management
• Talent Management
• Manager Coaching
• Data-driven Decision Making
• Change Management
• Problem Solving
• Communication & Executive Presence

Key Responsibilities 

1. Business Partnership 

Partner with business leaders and people managers to understand business priorities, workforce challenges, and people-related requirements.

Provide data-driven HR insights and recommendations to support business and people decisions.

Act as a trusted advisor to managers on people matters, organizational changes, and employee-related decisions.

Identify emerging people risks and proactively recommend interventions. 

2. Employee Relations & Grievance Management 

Manage employee relations matters, including grievances, disciplinary cases, performance concerns, workplace conflicts, and other sensitive employee issues.

Partner with relevant stakeholders to ensure fair, consistent, and timely resolution of employee concerns.

Maintain appropriate documentation and ensure adherence to organizational policies and applicable employment regulations.

Support investigations and sensitive employee matters with confidentiality and sound judgment. 

3. Performance Management 

Drive the organization’s performance management processes, including goal setting, mid-term reviews, performance improvement plans, and year-end evaluations.

Coach managers on setting meaningful goals, providing feedback, documenting performance, and managing underperformance.

Identify performance trends and recommend interventions to improve individual and team effectiveness. 

4. Talent & Career Development 

Partner with business leaders on talent identification, career development, and retention of critical talent.

Identify high-potential and key talent and support appropriate development interventions.

Facilitate internal mobility and career conversations.

Work with Learning & Development teams to identify capability gaps and build relevant development plans. 

5. Manager Capability 

Build manager capability across areas such as performance management, employee conversations, feedback, recognition, attendance, employee engagement, and policy application.

Develop and implement manager enablement initiatives based on business and employee feedback.

Provide ongoing coaching and advisory support to managers in handling people situations effectively. 

6. Employee Engagement & Experience

Drive HR interventions to improve employee engagement, experience, retention, and organizational culture.

Analyze employee feedback, engagement surveys, and HR metrics to identify key themes and action areas.

Partner with business leaders to develop and track action plans.

Support HR initiatives across onboarding, employee lifecycle milestones, recognition, engagement, and employee wellbeing.

7. Workforce Planning & Organizational Effectiveness

Partner with business leaders on workforce planning, organizational structures, role requirements, and resource optimization.

Support organizational changes, restructuring, team transitions, and other people-related business initiatives.

Provide insights on attrition, productivity, capability, and workforce trends. 

8. HR Policies, Governance & Compliance

Ensure consistent implementation of HR policies and processes across the supported business units.

Provide guidance to managers and employees on HR policies and practices.

Partner with HR COEs, Legal, Payroll, Talent Acquisition, and other stakeholders to ensure seamless delivery of HR solutions.

Identify process gaps and drive improvements in HR governance and employee lifecycle processes.

9. HR Analytics & Reporting

Track and analyze key HR metrics such as attrition, retention, performance, engagement, internal movement, absenteeism, and workforce composition.

Develop periodic HR dashboards and management reports.

Translate HR data into actionable business insights and recommendations.

10. HR Projects & Transformation