Human Resources Business Partner

The HR Business Partner acts as a strategic advisor to business leaders, aligning people strategy with business objectives to drive performance, culture, and employee experience. This is a people manager role owning the end\-to\-end HR lifecycle for assigned business units—including succession planning, talent development, performance enablement, and change management, while also leading project\-based Employee Engagement programs (e.g., Rewards \& Recognition, Sports, HR Audits) to strengthen culture and compliance. Key Talent Initiatives such as Talent Review, IDP and Succession Planning for building a strong leadership pipeline. Key Responsibilities 1\) Strategic HR Partnership •Partner with BU leaders to translate business goals into workforce plans, org design, and capability\-building roadmaps. •Provide data\-driven insights using HR analytics (attrition, headcount, span, productivity, engagement scores) to influence decisions. •Facilitate change management for org changes, policy updates, and transformation project s. •Advise on compensation positioning, internal equity, and retention levers in partnership with P\&R \& TA. 2\) Talent \& Performance Enablement •Drive performance cycle execution (goal setting, mid\-year/annual reviews, calibration, development plans). •Identify critical roles and successors; facilitate talent reviews and development journeys. •Coach managers on feedback, career development, and team effectiveness. •Partner with L\&D to deliver targeted learning interventions and leadership programs. 3\) Employee Relations \& Policy Governance •Serve as first point of contact for employee relations matters; conduct fair, well\-documented investigations. •Advise managers on policy interpretation; ensure consistent and compliant application of HR policies. •Support disciplinary processes and statutory compliance in partnership with Legal \& GSD4\) Team Management •Provide direction, coaching, and performance feedback to build a high‑performing, collaborative HR team. •Prioritize, delegate, and monitor team deliverables to ensure timely, high‑quality execution aligned with business needs. •Foster an inclusive, trust\-based team culture that encourages continuous learning, ownership, and accountability. Corporate Projects: A) Sports \& Wellness Programs •Design an annual sports and wellness calendar (indoor/outdoor events, fitness conclave). •Manage vendor partners, budgeting, logistics, and safety protocols. •Drive participation through targeted communication, and recognition for winners / volunteers. B) Rewards \& Recognition (R\&R) •Own the R\&R framework (spot, quarterly, annual, peer\-to\-peer, values awards) aligned with culture and business goals. •Run nomination and governance processes, maintain fairness, transparency, and audit readiness. •Curate meaningful rewards (monetary, experiences, badges, social recognition on internal platforms). •Publish dashboards on coverage, distribution equity, and business impact stories. C) HRBP Audit \& Compliance Readiness •Plan and execute periodic HR audits covering employee lifecycle, documentation, payroll inputs, leaves, statutory compliance, and vendor SLAs. •Close gaps with corrective and preventive action plans (CAPA) and track to completion. •Maintain updated SOPs, risk registers, and audit checklists; enable teams via training. •Coordinate with Internal Audit/Legal/compliance to ensure zero critical observations. D) Culture \& Engagement Projects •Support in pulse surveys and action planning; co \-create engagement charters with BU leaders. •Lead onboarding experience improvements and manager enablement sessions. •Organize flagship culture events (foundation day, festivals, townhalls) E) Stakeholder Management •Business Unit Heads, Functional Leaders, People Managers •Centers of Excellence (TA, P\&R, L\&D), Legal, IT, Facilities, Admin •External vendors for events Qualifications \& Experience •Bachelor’s degree required; MBA/PG in HR. •Experience: Exposure to running end\-to\-end engagement programs •Comfortable with multi\-site or matrix environments. Skills \& Competencies •Business Acumen \& Data Fluency: Excel/Sheets, HRIS/ HRMS analytics, dashboarding. •Influencing \& Coaching: Ability to counsel managers and navigate ambiguity. •Program/Project Management: Planning, budgeting, vendor management, risk control. •Compliance Know How: Policy interpretation, investigation discipline, audit rigor. •Communication: Crisp written and verbal communication; executive presentation skills. •Culture Champion: Empathy, in clusion mindset, and bias awareness.