Senior HR Business Partner (HRBP)

About the job

Purpose of the job : The role of Senior HR Business Partner (HRBP) is a strategic advisor and leader responsible for aligning HR practices with business strategy, partnering with senior management, and driving key HR initiatives that support organizational goals and workforce development. Accountabilities : 1. Strategic alignment : • Ensuring that HR strategies are aligned with the company’s business strategy and goals. • Gain a clear, current understanding of the company’s vision, strategic priorities, value drivers (growth, efficiency, innovation, market expansion), and risks. 2. Employee engagement : • Measuring and improving employee engagement through various initiatives, such as employee surveys and feedback mechanisms. • Co-create engagement action plans : Partner with managers after surveys to prioritize issues (leadership, recognition, workload, growth) and translate them into concrete team level actions and timelines. • Integrate engagement into core processes : Ensure that performance management, recognition programs, career development, and wellbeing initiatives are designed to drive engagement, not just compliance • Enable genuine employee voice : Set up and support mechanisms such as focus groups, town halls, ERGs, and digital channels so employees can share concerns and ideas, and ensure responses are visible. • Balance advocacy and business needs : Act as a fair broker in issues around workload, flexibility, and wellbeing, escalating systemic problems and influencing policy or practice changes where needed. 3. Talent management : • Developing and implementing strategies for attracting, retaining, and developing top talent within the organization. • Identify talent gaps using org reviews, business plans, and data (e.g., age profile, internal mobility, time to fill) and translate these into clear talent priorities and roadmaps. • Lead annual and mid year talent reviews, ensuring robust, evidence based assessment of performance and potential (e.g., 9 box, calibrated ratings). • Define critical roles and build succession slates with concrete readiness timelines, risk ratings, and targeted development plans for successors. • Build consistency in how leaders talk about potential, readiness, and risk of loss, and document clear development and retention actions for critical and high risk talent. • Monitor and regularly review succession health with leaders, triggering moves, stretch assignments, or external searches where pipelines are weak. 4. Performance management : • Developing and implementing performance management programs that align with the organization’s goals and objectives. • Integrate performance management with talent decisions by driving rigorous KPI driven, feedback, and calibration for critical roles and high potential employees. 5. Leadership and capability development • Partner with L&D / COEs to design leadership programs and targeted interventions for pivotal populations, hipots and specific functions. • Use talent data and leader feedback to prioritize development themes (e.g., people leadership, ownership mindset, digital / AI skills) and measure impact on performance and bench strength. 6. Change management : • Leading and managing change initiatives across the organization, including reorganizations, mergers and acquisitions, and other significant changes. • Diversity and inclusion : Developing and implementing strategies to promote diversity, equity, and inclusion within the organization. • HR metrics : Developing and analyzing HR metrics to identify trends and opportunities for improvement in HR processes and practices. • Compliance : Ensuring that HR practices and policies comply with legal and regulatory requirements in all jurisdictions where the company operates. • Stakeholder management : Building strong relationships with internal and external stakeholders, including executives, managers, employees, and external partners. 7. Recruitment & Talent Acquisition • Lead full-cycle recruitment : job posting, sourcing, screening, interviewing, and offer negotiation • Collaborate with department heads to forecast hiring needs and workforce planning. • Develop and implement effective recruitment strategies to attract diverse and qualified talent. • Maintain strong relationships with recruitment agencies, job boards, and other sourcing partners. • Optimize recruitment processes to reduce time-to-hire and cost-per-hire. • Work closely with Campuses – Campus Reach out programs and engage on onboarding Management trainees and Interns Contacts : Internal : Functional Heads, Teams, Employees, contractors, workforce of 2000+ employees External : L&D Partners, Engagement Survey, HRMS tool providers, New Age technology providers, Business / Technical Institutes Educational Qualification • Master’s degree from Premium Business Schools • Certification in People Analytics • Certification in Business Administration Experience • 8–12+ years of progressive HR experience • Progressive years as an HR Business Partner or HR generalist supporting senior leaders.

Requirements

• Strategic Alignment
• Employee Engagement
• Talent Management

Qualifications

• Master’s degree
• Certification in People Analytics
• Certification in Business Administration

Preferred Technologies

• Strategic Alignment
• Employee Engagement
• Talent Management

About the company

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