Job Title:  HR Business Partner

The HR Business Partner (HRBP) acts as a strategic advisor to business leaders and employees, driving talent, culture, and organizational effectiveness. This role combines end‑to‑end HRBP responsibilities along with direct ownership of recruitment for assigned business units. The HRBP ensures alignment of HR strategies with business goals while delivering a strong employee experience throughout the employee lifecycle.

Key Responsibilities

1. Strategic HR Business Partnering

• Partner with business leaders to understand workforce needs, organizational priorities, and people challenges.
• Provide insights and recommendations on talent management, succession planning, and workforce planning.
• Develop and implement HR solutions that improve team effectiveness, productivity, and engagement.
• Support change management initiatives, restructuring, and organizational development programs.
• Participate in business reviews and leadership discussions to present HR metrics and strategic people insights.

2. Recruitment & Talent Acquisitio

• Partner with hiring managers and business stakeholders in building relationship for the hiring strategy
• Conduct interviews as necessary.
• Guide and mentor recruitment team for improving, TAT, improve recruitment efficiency, and ensure a strong candidate experience.
• Manage vendor relationships and evaluate vendor performance where applicable.

3. Employee Relations & Engagement

• Serve as the first point of contact for employee concerns, grievances, and conflict resolution.
• Support disciplinary actions in alignment with company policies and local labor laws.
• Drive employee engagement initiatives, recognition programs, and team‑building activities.
• Conduct regular “HR Connects” and pulse checks to understand employee morale.

4. Performance Management

• Support the goal‑setting, mid‑year, and annual appraisal processes.
• Coach managers on giving feedback, managing underperformance, and rewarding high performers.
• Track performance improvement plans (PIPs) and ensure timely closure.

5. Learning & Development

• Identify competency gaps and training needs within the business.
• Partner with L&D operations to design and deploy  behavioral training.

7. HR Metrics & Reporting

• Track and report key HR metrics such as attrition, recruitment TAT, engagement scores, ER cases, absenteeism, talent ratios, etc.
• Prepare monthly HR dashboards and present insights to leadership.

Qualifications & Experience

• Bachelor’s degree in HR/Business; MBA in HR preferred.
• 10+ years of experience in HRBP/generalist roles with direct recruitment ownership.
• Strong understanding of HR processes, Indian labor laws, and recruitment techniques.
• Experience partnering with mid to senior‑level business leaders.
• Excellent communication, stakeholder management, and problem‑solving skills.

Key Competencies

• Strategic thinking & business acumen
• Talent assessment & hiring capability
• Employee advocacy & relationship building
• Data‑driven decision‑making
• Conflict management