Human Resources Business Partner

Role:

The HRBP is the single HR point of contact for assigned delivery units and client accounts.

You will partner with delivery heads and account leaders to plan the workforce, manage performance, retain talent and resolve employee issues, so the business can staff and serve clients at pace.

This is a hands-on role: you will own outcomes for your units end to end, while working with the Talent Acquisition, HR Operations, Payroll and L&D teams.

Key Responsibilities:

Business partnering and workforce planning:

- Act as a trusted advisor to delivery heads and account leaders on all people matters for assigned units.

- Partner with leadership and the Resource Management Group (RMG) on headcount plans, bench, utilisation and staffing for new and scaling client accounts.

- Translate business plans into hiring, redeployment and capability-building priorities, and track them through to closure.

- Prepare HR preparedness plans for new client engagements, covering hiring, onboarding, compliance and client-specific requirements.

Performance management:

- Drive the annual performance review cycle for assigned units: goal setting, mid-year check-ins, calibration and increment recommendations.

- Coach managers on giving feedback, documenting performance and running Performance Improvement Plans (PIPs).

- Manage probation reviews, confirmations and extensions in line with policy.

- Support variable pay and incentive calculations with accurate performance inputs.

Employee relations and engagement:

- Be the first point of contact for employee grievances, conflicts and escalations; investigate and resolve them fairly and on time.

- Handle disciplinary matters, including show-cause notices, inquiries and documentation, in partnership with the Head of HR.

- Run regular skip-level meetings, pulse checks and stay interviews to spot and address attrition risks early.

- Plan and run engagement and recognition initiatives for assigned units.

Talent retention and development:

- Identify high performers and critical-role holders; build retention and succession plans with their managers.

- Conduct exit interviews, analyse attrition trends and present actions to leadership.

- Partner with L&D on training needs, career paths and upskilling programmes.

Employee lifecycle, policy and compliance:

- Ensure smooth onboarding and 30/60/90-day integration for new joiners in assigned units.

- Manage separations end to end, including notice period discussions, early release decisions and clearance coordination.

- Interpret and apply HR policies consistently; recommend policy updates where gaps appear.

- Support compliance with Indian labour laws and client-mandated audit and background verification requirements.

- Coordinate with HR Ops on contractor onboarding, timesheet and documentation checks where relevant.

HR analytics and reporting:

- Maintain accurate employee data and produce monthly dashboards on headcount, attrition, performance and engagement.

- Use data to recommend actions to business leaders, not just report numbers.

Required Skills & Qualifications:

- MBA / PGDM in HR, or an equivalent postgraduate qualification in Human Resource Management.

- 5 - 8 years of progressive HR experience, with at least 3 years as an HRBP or HR generalist.

- Experience in IT services, data/analytics or consulting firms, ideally supporting client facing delivery teams.

- Hands-on experience running performance cycles, managing employee relations cases and handling separations.

- Working knowledge of Indian labour laws and statutory compliance (Shops and Establishments Act, PF, ESI, Gratuity, POSH).

- Experience with an HRMS and strong Excel skills for trackers, dashboards and analysis.