Location:
., IN
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Aug 18, 2026
Role Purpose
The Head– HR Business Partner will lead the people agenda for an assigned business cohort, acting as a strategic advisor to leadership while ensuring robust execution through a team of HR Partners. The role is responsible for driving people strategy, building an engaged and future-ready workforce, enabling performance and talent outcomes, strengthening capability and capacity, and shaping culture and change journeys across the cohort.
Key Responsibilities
1) People Strategy for the Cohort
Partner with business leadership to define and execute People Strategy, aligned to business goals.
Build workforce plans (capacity, capability, succession, critical roles) and align hiring, redeployment, and build/buy/borrow strategies.
Establish quarterly people reviews with leadership; track progress through dashboards and OKRs.
Integrate DEI objectives, future skills, digital adoption, and cost-to-serve efficiency into the people plan.
2) Business Partnering & Building an Engaged Workforce
Serve as a trusted advisor to BU heads and line leaders, influence decisions with data, insights, and external benchmarks.
Drive engagement strategy for the cohort—manager enablement, recognition, communication cadence, and inclusion initiatives.
Use listening to mechanisms (engagement surveys, eNPS) to identify hotspots; run action plans with owners and timelines.
Partner with COEs (TA, L&D, C&B, ER) to ensure cohesive solutions; ensure timely delivery of HR processes across the employee lifecycle.
3) Performance & Talent Management
Orchestrate the annual and mid-year performance cycles; ensure calibration quality, fairness, and linkage to rewards.
Lead talent reviews and succession planning for critical roles; maintain healthy bench strength and ready-now pipelines.
Identify skill gaps; design and deploy cohort-wide capability programs (technical, leadership, managerial effectiveness) with measurable impact.
Enable Career Pathing, IDPs, and mobility pathways (internal marketplace, cross-functional moves, stretch assignments).
Partner with TA on strategic hiring and internal movement to address capacity constraints and attrition risk.
4) Culture & Change Management
Lead as a Culture and Change Architect, embedding culture in collaboration with the business through defined rituals, leadership behaviours, and governance mechanisms
Lead change programs—org design changes, restructuring, digitization—ensuring change readiness, communication, and adoption.
Drive ethical practices and compliance; ensure consistent and fair application of policies and code of conduct.
5) Leadership of HRBP Team
Lead and mentor a team of HR Partners while overseeing-
Employee Relations & Grievance Management: Timely resolution, root-cause correction, case tracking, and preventive controls.
Disciplinary Actions: End-to-end management aligned with policies and statutory compliance.
HR Processes: Onboarding, confirmation, transfers, payroll inputs, exits, and documentation with SLA and accuracy controls.
Employee Pulse: Run periodic pulses, stay interviews, exit analytics; convert insights into actions, working as eyes and ears of the organization.
Build a high-performing HR team via setting goals, reviewing performance, uplifting capability, and ownership.
Qualifications & Experience
Education: MBA/PGDM in HR or equivalent.
Experience: 12–15 years total HR experience with at least 8+ years in HR Business Partnering; prior team leadership experience is essential.
Experience in talent management, organization design, employee relations, and change management.
Airline Industry experience is preferred.
Skills & Competencies
Business Acumen & Data Fluency: Ability to link people levers to P&L, productivity, and risk; strong use of analytics and dashboards.
Influence & Stakeholder Management: Credible advisor to senior leadership; conflict resolution and negotiation skills.
ER & Policy Governance: Solid understanding of labour laws and disciplinary protocols; risk mitigation mindset.
Capability Building: Designing and measuring learning impact; future-skilling.
Change Leadership: Communication planning, adoption strategies, and cultural transformation.
People Leadership: Coaching, performance management, and talent growth of HR teams.
Tools: HRIS (e.g., SAP/SuccessFactors), engagement tools, survey platforms, Excel/Power BI.
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