Lead - HRBP

ROLE OVERVIEW

We are seeking an HRBP Lead to serve as the primary HR partner to business teams in Chandigarh. The role combines hands-on delivery with strategic influence. You will run core people processes yourself, including the performance management cycle, employee engagement, employee connects, and policy governance, while advising business leaders on people matters and helping shape the employee experience.

The ideal candidate is comfortable working at both levels: executing day-to-day HR activities with discipline and attention to detail, and stepping back to identify patterns, risks, and opportunities that inform wider HR decisions.

Ideal Candidate Profile

A hands-on HR professional who has personally run performance cycles and engagement programs, is trusted by both employees and business leaders, and brings a structured, policy-aware approach to people matters.

They are comfortable owning day-to-day delivery and also contributing to the wider direction of HR

KEY RESPONSIBILITIES

1. Performance Management System

Own the end-to-end performance management cycle and ensure it is run consistently, fairly, and on schedule.

Drive goal setting, mid-year and annual reviews, calibration discussions, and cycle closure in line with the defined timelines.

Guide and coach managers on writing objective, evidence-based reviews and conducting constructive performance conversations.

Monitor participation and quality of reviews, and present trends, gaps, and recommendations to leadership.

Support the handling of underperformance and development plans in partnership with managers.

2. Employee Connects

Build trust and visibility with employees through structured, regular engagement with teams.

Conduct periodic one-on-one and group connects across teams to understand sentiment, concerns, and ideas.

Document key themes from these conversations and convert them into clear action items with owners and timelines.

Follow up with managers and leadership to ensure issues raised are addressed and employees see the outcome.

3. Employee Engagement

Plan and deliver initiatives that strengthen morale, retention, and a sense of belonging.

Design and run engagement programs, recognition initiatives, and team events aligned to employee needs.

Use engagement feedback, survey results, and attrition signals to identify focus areas and measure the impact of initiatives.

Partner with business leaders to address team-level engagement risks early.

4. Policy Governance

Ensure HR policies are current, clearly communicated, and consistently applied across the organisation.

Create, review, and update HR policies and procedures in line with statutory requirements and company practice.

Communicate policy changes effectively to managers and employees, and answer questions on interpretation.

Monitor adherence, identify gaps or risks, and escalate or recommend corrective actions.

5. Employee Queries and Business Partnering

Act as the first point of contact for employees and a trusted advisor to business leaders.

Handle employee queries and concerns on policies, processes, benefits, and workplace matters promptly and with discretion.

Manage employee relations matters, involving the appropriate stakeholders and maintaining accurate records.

Understand the people priorities of the business and propose practical HR solutions.

REQUIRED QUALIFICATIONS AND EXPERIENCE

58 years of experience in an HRBP or HR generalist role, with a record of independent ownership of HR processes.

Hands-on experience running a performance management cycle and employee engagement initiatives.

Experience partnering with business leaders and managers, preferably in IT services, staffing, or a technology organisation.

Graduate or Postgraduate degree; MBA/PGDM in Human Resources preferred.

REQUIRED SKILLS AND COMPETENCIES

Strong communication and stakeholder management, with the ability to handle sensitive conversations professionally.

Sound working knowledge of HR policies, labour laws, and employee relations practices.

Ability to balance day-to-day execution with strategic thinking and prioritisation.

Analytical approach, with comfort using HRMS tools and MS Excel for tracking and reporting.

High integrity, confidentiality, and a service-oriented mindset.