Senior HR Business Partner

As an HR Business Partner (HRBP), you will work closely with business leaders to align people strategy with business goals. You will act as a strategic advisor, employee champion, and change agent, driving key initiatives in performance, culture, employee engagement, and talent development. You will also use HR technology, practical AI tools, and people analytics to improve HR effectiveness and support informed, data-driven decisions.

The core responsibilities for the job include the following:

Hiring Support:

• Participate in interviews for critical roles and help ensure hiring decisions align with culture, values, and business requirements.
• Partner with business leaders and talent acquisition to understand upcoming workforce needs and flag critical capability gaps.

Onboarding and Integration:

• Ensure smooth onboarding experiences, from Day 0 to the first 90 days.
• Help new hires integrate with their teams and understand expectations clearly.

Career Progression and Internal Mobility:

• Support performance goal setting, feedback cycles, and regular check-ins.
• Identify development needs and facilitate learning opportunities through internal or external programs.
• Identify and nurture high-potential talent within teams.
• Work with managers on career pathways, growth plans, and succession planning.

Engagement and Culture Building:

• Drive engagement initiatives that resonate with employees, including team rituals, offsites, and one-on-one check-ins.
• Track sentiment, pulse surveys, and engagement scores, and act on insights meaningfully.

Rewards and Recognition:

• Ensure fair, transparent recognition and reward mechanisms, both formal and informal.
• Collaborate with leadership to build a high-performance and appreciation-driven culture.

Conflict Resolution and Employee Relations:

• Act as a neutral and trusted mediator in resolving conflicts and grievances.
• Ensure fairness, consistency, and confidentiality when handling sensitive issues.

Exit and Alumni Management:

• Run meaningful exit interviews to gather honest feedback and close the loop on recurring themes.
• Track attrition trends, identify red flags, and help build stronger retention strategies.
• Maintain goodwill with alumni; our brand continues with them, too.

Compliance and Policy Guidance:

• Ensure adherence to HR policies, applicable legal requirements, and ethical practices.
• Educate managers and employees on HR policies and best practices.

Change Management:

• Support teams through organizational changes, ensuring clear communication and minimal disruption.
• Help manage transitions such as role redesign, restructuring, or leadership changes.
• Support employees and managers as they adopt new HR processes and relevant workplace technologies.

People Analytics and Insights:

• Monitor HR metrics, including attrition, engagement, and performance, to identify trends and recommend solutions.
• Share actionable insights with business stakeholders and HR leadership.
• Use HR dashboards and analytics to support evidence-based decisions; use AI-assisted analysis where appropriate and validate outputs before acting on them.

HR Operations and Administration Oversight:

• Maintain HRMS and employee records, and coordinate leave, attendance, and payroll inputs.
• Oversee administration functions such as office maintenance, vendor coordination, travel and accommodation, facility management, and supplies.
• Ensure a smooth and efficient office environment that supports employee productivity.
• Oversee payroll coordination and employee benefit programs.
• Administer the Mediclaim policy, including enrollment, claims coordination, and renewals for employees and dependents.
• Identify practical opportunities to simplify repetitive HR tasks through digital tools or automation while maintaining accuracy, confidentiality, and appropriate human oversight.

AI and HR Technology (Integrated Enablement):

• Explore practical uses of generative AI and digital HR tools to support HR documentation, communication, reporting, and repetitive administrative work.
• Use AI tools responsibly: protect employee and business data, check accuracy, and apply human judgment to sensitive or consequential decisions.

Behavioral Traits We Value:

• Trustworthy and Discreet: You handle sensitive conversations and employee data confidentially and professionally.
• Resilient: Not everything goes as planned; you stay steady, adaptable, and solution-focused.
• Clear Communicator: Whether coaching a manager or giving tough feedback, you communicate with clarity and respect.
• Curious and Observant: You notice patterns others may miss and ask “why” to understand root causes.
• Empathetic but Firm: You listen well while maintaining fairness, accountability, and appropriate boundaries.

Requirements:

• You possess 6+ years of progressive HR experience working in an IT/technology environment.
• Comfort with ambiguity; you take initiative, solve problems, and move work forward without waiting for instructions.
• Strong emotional intelligence: you listen actively, understand different perspectives, and build trust so employees feel safe approaching you.
• High accountability: you own your responsibilities and deliver outcomes with minimal supervision.
• Collaborative nature: you work effectively across teams and build constructive relationships with business stakeholders.
• Ability to balance people-first thinking with business priorities, making fair and well-informed decisions when difficult calls are needed.
• Well-versed in HR systems, tools, and analytics, with experience in platforms such as Keka, Darwinbox, Zoho People, or similar systems.
• Comfortable using generative AI tools and digital solutions for appropriate HR tasks, process improvement, and productivity, with attention to confidentiality, accuracy, and human review.
• Strong communication, negotiation, influencing, and interpersonal skills.