Human Resource (People Success Partner )

We are Hiring for People Success Partner (HR Operation )

Interested candidates can call and share their updated resumes via Email ( [email removed] )

Please reach out between 1 PM to 6 PM

HR Celeste Samuel Contact No:- [phone removed] WhatsApp

Location :-Hyderabad, Telangana (on-site)

Function :-People Success / Human Resources

Reports to :-Senior Manager - People Success Partner

Experience :-6+ years of progressive HR experience, including at least 3 years in an HRBP or generalist partnering role

Employment type ;-Full-time

Client group:- Approximately 200+ employees across sales, delivery and enabling functions

About the Role

As HR Business Partner for our Hyderabad operations, you will own the people agenda for a defined client group, translating business priorities into workforce plans, and using attrition, engagement, productivity and cost data to argue for the interventions that matter. You will be the first point of judgement on employee relations matters and the person accountable for keeping our practices aligned with Indian labour legislation and with the standards expected of a mid-to-large, multi-client organisation.

The role suits an HR professional who has already partnered senior stakeholders in an organisation of scale, who can hold a point of view when it is unpopular, and who treats analytics as a decision-making tool rather than a reporting obligation.

Key Responsibilities

Strategic business partnering

Partner business and functional leaders on workforce planning, organisation design, span-and-layer decisions, capability gaps and succession, and convert those discussions into a quarterly people plan with named owners and dates. Sit in the operating rhythm of the business rather than alongside it: attend the reviews, understand the commercial pressure behind the headcount request, and be willing to recommend a different answer when the data supports one.

People analytics and data-led decision making

Own the analytics agenda for your client group. This is a core requirement of the role, not an adjacent skill.

• Build and maintain a live people dashboard covering headcount, attrition and regretted attrition, time-to-fill, internal fill rate, span of control, absenteeism, cost per hire and compensation ratios.
• Run root-cause analysis on attrition and performance trends, segmenting by tenure, manager, shift, function and hiring source, and present findings with a recommended intervention and an expected impact.
• Model the cost and headcount implications of restructures, salary revisions, promotion cycles and retention proposals before they go to leadership.
• Audit data quality at source in the HRIS, and challenge reporting that does not reconcile between payroll, the HRIS and the business's own trackers.
• Translate analysis into a narrative: a clear finding, the evidence behind it, the options, and the recommendation.

Labour law, compliance and governance

Act as the site authority on Indian employment legislation and ensure day-to-day practice matches it. You will be expected to advise confidently on the Telangana Shops and Establishments Act, the Industrial Disputes Act, the Payment of Wages and Minimum Wages Acts, the Payment of Gratuity and Payment of Bonus Acts, the Maternity Benefit Act, EPF and ESI obligations, the Contract Labour (Regulation and Abolition) Act, and the POSH Act, as well as on the consolidation of these obligations under the four Labour Codes.

• Keep policies, employment contracts, offer terms and the employee handbook current as legislation and case law move, and brief managers on what changes in practice.

Employee relations and case management

Handle grievances, misconduct, performance improvement and exit cases end to end, from fact-finding through to show-cause, domestic enquiry and closure. You will coach managers to hold difficult conversations themselves, escalate only what genuinely needs escalating, and keep documentation of a standard that would survive external scrutiny. Track case volumes and themes, and feed the pattern back into manager capability plans.

Talent, performance and engagement

Drive the performance cycle for your client group, including goal quality, calibration, differentiation of ratings and follow-through on outcomes. Partner talent acquisition on hiring plans and offer benchmarking, run engagement and pulse surveys, and own the action planning that follows. Design retention plans for critical roles and high-attrition segments using the analysis you produce rather than generic best practice.

What You Bring

Essential

• Six or more years of progressive HR experience, with at least three years partnering business leaders directly in an organisation of 1,000 employees or more.
• A postgraduate qualification in Human Resources, Personnel Management, Industrial Relations or an equivalent discipline.
• Demonstrated strength in data analysis: advanced Excel, confident work with HRIS data, and the ability to build dashboards and defend a recommendation with numbers. Experience with Power BI, Tableau, SQL or Python is a clear advantage.
• Working command of Indian labour legislation and statutory compliance, with hands-on experience of audits, inspections, enquiries and contract-labour governance.
• Practical grounding in contemporary HR practice across mid-to-large organisations: performance management, compensation structures, talent review, organisation design and change management.
• A track record of independently managing employee relations cases through to documented closure.
• Fluency in English and Hindi, sufficient to run an enquiry and to coach frontline managers.

Preferred

• Experience in a multi-client, outsourced services, BPO, technology or high-growth sales environment where headcount moves quickly.
• Exposure to a matrixed or global operating model, including work with stakeholders across time zones.
• Certification such as SHRM-CP, SHRM-SCP, CIPD, or a recognised people analytics credential.
• Experience with Workday and building automated reporting.

Working at MarketStar

You will join the People Success team in Hyderabad, working with leaders who expect HR to bring a point of view and the evidence to back it. The role carries genuine ownership of a client group, direct access to senior decision makers, and the scope to shape practice rather than administer it. We support continued professional certification and provide the analytics tooling the role needs.

Key Success Factors

• Build credibility with business leaders by combining sound judgement, commercial awareness and clear, evidence-based recommendations.
• Translate people data into focused actions that improve retention, performance, workforce productivity and cost outcomes.
• Influence effectively without direct authority and hold stakeholders accountable for agreed people plans and timelines.
• Manage employee relations matters promptly, fairly and with documentation that meets legal and organisational standards.
• Maintain strong working knowledge of Indian labour legislation and ensure consistent compliance across site practices.
• Balance strategic priorities with reliable execution across performance, talent, engagement and workforce planning cycles.
• Communicate with clarity and courage, including challenging decisions when evidence supports a different course of action.

Key Relationships

The role carries no direct reports at the outset, so influence rather than authority is how the work gets done. These are the standing relationships the role depends on.

Business and delivery leaders

Primary client group: workforce planning, org design, performance and retention decisions.

Director - People Success

Reporting line; escalation route for sensitive cases and policy exceptions.

Talent acquisition, payroll and HR operations

Shared delivery of hiring, onboarding, payroll inputs and data integrity.

Legal, compliance and finance

Statutory filings, contract-labour governance, enquiry advice and people-cost planning.