Senior HR Partner

Position Summary

The Senior HR Partner plays a pivotal operational & candidate-facing role in building and scaling the greenfield Generacs Business & Technology Centre (GBTC) in Pune. Splitting focus between core HR Operations (70%) and Talent Acquisition (30%), this role drives seamless employee lifecycle management, payroll, HRIS governance, and employee experience programs.

Key Responsibilities:

1. Talent Acquisition & Greenfield Scaling (30%)

a. Target Hiring & Execution: Partner with the Talent Acquisition COE and hiring managers to execute recruiting plans, active sourcing, screening, and interview scheduling across technical and operational domains.

b. Candidate Experience & Offer Management: Manage candidate communication from initial touchpoints through offer negotiations, release, and pre-joining engagement to minimize drop-offs.

c. Market Intelligence & Talent Pipeline: Benchmark industry recruitment standards and leverage modern sourcing channels to meet aggressive greenfield growth targets.

HR Operations (70% Shared)

2. Onboarding & Lifecycle Experience

a. Structured Onboarding & Assimilation: Drive end-to-end execution of the candidate onboarding framework, ensuring seamless pre-joining compliance, day-one orientation, asset allocation, and policy immersion.

b. Offboarding & Exit Management: Administer exit formalities, conduct exit interviews, coordinate clearance workflows, and analyze attrition trends to provide actionable feedback to HR leadership.

3. HR Operations & Payroll Coordination

a. Payroll & Inputs Consolidation: Consolidate attendance, leaves, and variable components to deliver accurate & timely payroll inputs to payroll processing partners/ stakeholders.

b. Benefits & Vendor Administration: Act as the primary liaison for group medical insurance, employee benefits execution, and routine queries, ensuring smooth service delivery.

4. HRIS (Workday) & Data Analytics

a. Workday Administration: Maintain 100% data integrity across Workday for job changes, org updates, transfers, and new hires.

b. MIS & Reporting: Generate operational HR metrics, dashboards, and audit-ready reports to support business reviews and compliance checks.

5. Employee Engagement & Cultural Initiatives

a. Culture & Engagement Execution: Facilitate workplace culture initiatives, team-building activities, cross-functional knowledge sharing sessions, and internal employee engagement committees.

b. Employee Relations: Serve as an approachable, first-line HR partner for employee queries and workplace grievances, escalating complex matters promptly.

6. Compliance, Governance & Audit Readiness

a. Personnel Records: Maintain compliant electronic and hard-copy personnel files, employment contracts, and statutory documentation.

b. Audit Support: Support internal and external HR audits, maintaining strict alignment with local regulations and global organizational policies.

Key Competencies

a. Greenfield Agility: Comfort with ambiguous, fast-paced environments and establishing operational rigor from scratch.

b. End-to-End Recruitment Execution: Proven ability to source, screen, and close technical and functional roles efficiently.

c. Workday & HR Technology Proficiency: Strong hands-on experience navigating HRIS platforms (Workday preferred) and managing clean dataset inputs.

d. Stakeholder Communication: Clear, polished, and empathetic verbal and written communication skills across all career levels.

e. Event & Culture Coordination: Strong organizational skills to plan, drive, and execute site-wide engagement programs.

Qualifications & Experience

a. Education: Bachelors degree in HR, Business Administration, or related field required. MBA/PGDM in Human Resources strongly preferred.

b. Experience: 5–8 years of progressive HR Generalist/Operations experience, ideally within a Global Capability Centre (GCC), IT/Engineering R&D center, or technology enterprise.

c. Core Skills: Hands-on expertise in recruitment coordination, Workday, payroll data management and employee engagement delivery.