Human Resource Business Partner

Role & responsibilities

1) Workforce Planning & Org Health (Core)

• Drive quarterly manpower planning with BU Head (headcount plan, role priorities, skill mix)
• Identify capability gaps, succession risks, org design issues (spans/layers, role clarity)
• Recommend structure changes, role clarity interventions, and productivity levers
• Run team health diagnostics (manager effectiveness, workload, delivery stress signals)

2) Performance Execution (BU-owned, within central PMS governance)

• Drive goal setting quality and quarterly performance check-ins
• Coach managers on performance conversations and documentation discipline
• Execute Performance Improvement Plans (PIP) as per policy (central templates + escalation)
• Enable calibration readiness (evidence-based ratings, fairness and defensibility)

3) Talent & Succession

• Run quarterly talent reviews (HiPos, successors, critical roles)
• Build development actions with L&D (IDPs, mentoring, capability programs)
• Identify internal moves and retention measures for critical talent

4) Retention, Engagement & Culture

• Track attrition risks; conduct stay interviews for critical talent and convert into actions
• Own BU engagement calendar: townhalls, recognition rituals, manager connects
• Diagnose top attrition drivers and execute BU-level retention action plans
• Partner managers to improve team climate and productivity

5) Employee Relations (ER) & Manager Coaching (High-impact)

• Handle grievances, conflicts, and sensitive cases with fairness + documentation
• Coach BU leaders on people decisions (communication, discipline, change management)
• Escalate to Central HR/Legal/ICC as per escalation matrix (misconduct, termination, POSH)

6) Governance, Compliance & Systems Discipline (Central Non-negotiables)

• Ensure adherence to HR policies, POSH governance, confidentiality, and compliance standards
• Ensure HRMS accuracy and e-filing hygiene for BU employees (as per central controls)
• Support HR audits, policy acknowledgements, and risk reviews
• Ensure high-risk actions follow approvals and documentation standards

Experience

• 5–10 years HR experience; minimum
• 3+ years in HRBP role with strong ER + performance execution
• Experience supporting Delivery/Tech environments preferred

Education

• Graduation mandatory; MBA/PGDM (HR) preferred