Strategic HR Business Partner

Role Overview

The Strategic HR Business Partner plays a pivotal role in enabling business outcomes by driving executive-level talent strategy, compensation governance, and organizational effectiveness. This role operates at the intersection of leadership advisory, workforce strategy, and performance management, working closely with senior leaders (CEO and CEO-1) to shape enterprise priorities and translate them into actionable people and performance frameworks.

Key Responsibilities

1. Strategic Business Partnering with Leadership

• Engage in regular strategic discussions with CEO-1, and senior leadership team to align people strategy with business objectives.
• Provide data-driven insights on workforce trends, organizational effectiveness, and leadership capability.

2. Scorecard Management

• Implement, and manage enterprise-wide scorecards

• Drive periodic performance reviews, ensuring accountability and insights for leadership decision-making.
• Partner with finance and business stakeholders to track revenue, margin, and productivity-linked metrics, aligned to frameworks seen in leadership scorecards

3. ESOP Governance and Administration

• Own end-to-end ESOP lifecycle including:
  • Policy communication and circulars
  • Grant design and approvals
  • Issuance of grant letters and documentation
  • Annual performance-linked assessments and vesting outcomes
• Ensure compliance with applicable regulatory and governance frameworks as part of ESOP administration.
• Collaborate with finance, legal, and compliance teams to ensure accurate execution and reporting.
• Support NRC/Board processes related to ESOP approvals, grants, and performance-linked outcomes.

4. Senior Leadership Compensation & Incentive Management

• Partner with leadership and finance teams to align incentives with performance outcomes and shareholder value.

• Drive annual compensation review cycles, ensuring fairness, competitiveness, and strategic alignment.

5. HR Business Partner - Client Service Group (CSG / Core Sales)

• Act as HRBP for CSG, including Core Sales teams, driving business-aligned HR interventions.
• Conduct proactive pulse checks to identify engagement risks, retention challenges, and productivity gaps.
• Partner with business leaders on:
  • Org structure design and optimization
  • Workforce planning and budgeting
  • Talent segmentation and succession planning
• Ensure strong execution of HR processes including hiring, onboarding, performance management, and exits, consistent with HRBP practices

Key Skills & Competencies

• Strong executive presence and ability to influence CXO-level stakeholders
• Deep understanding of compensation, incentives, and ESOP frameworks
• Expertise in performance management systems and scorecard design
• Analytical mindset with strong financial acumen
• Ability to operate in a high-impact, ambiguous environment with ownership

Experience & Qualifications

• 10+ years of experience in HR, Strategy, or Finance roles with strong exposure to leadership partnering
• Proven experience in compensation, ESOPs, or incentive design
• Prior experience as HRBP for sales or client-facing organizations preferred
• Strong proficiency in Excel, analytics, and executive presentations

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