HR Business Partner

About the job

Employee Lifecycle Strategy: Own the journey from a high-impact onboarding experience to a graceful exit, ensuring every touchpoint reinforces the MOFSL brand. Talent & Engagement: Conduct Focus Group Discussions (FGDs) and one-on-ones to take the "pulse" of the organization. Drive internal mobility (IJPs) to ensure top talent stays within the group. Strategic Manpower Planning: Partner with leaders to plan hiring as per budgets, ensuring the right "Source Mix" (referrals, portals, headhunting) to keep acquisition costs optimized. Performance Management (PMS): Lead the annual and mid-year appraisal cycles, driving objective goal-setting and fair calibration across teams. People Analytics: Use data—from eNPS (Employee Net Promoter Score) to exit insights—to predict attrition and drive proactive HR interventions. Requirements The HR Specialist: A Master’s degree in HR (MBA/PGDM) is mandatory. The "Generalist" Expert: 3–6 years of experience. You should be equally comfortable running a spreadsheet for PMS as you are resolving a sensitive employee grievance. Stakeholder Management: Ability to hold your own in a room with senior Fund Managers or Sales Heads. Data-First Mindset: You don't just "feel" that engagement is low; you prove it with attrition data and engagement scores.

Qualifications

• Master’s degree in HR (MBA/PGDM)

Benefits

• Learning Culture
• Strategic Visibility