The HR Business Partner (HRBP) will manage the end-to-end operational HR function while also acting as a strategic partner to business and delivery teams. The role combines hands-on ownership of daily HR operations (roster, onboarding, exit, leave, attendance, payroll, and BGV) with a business-partnering mandate covering performance management, workforce planning, talent strategy, and process metrics tracking across sales and operations teams.
Key Responsibilities
1. Operational HR
- Roster Management: Plan, publish, and maintain shift/duty rosters in coordination with team leads and operations, ensuring adequate coverage and adherence.
- Onboarding: Manage the joining formalities for new hires — documentation, induction, system access, ID/access cards, and coordination with IT/Admin for a smooth first-day experience.
- Exit Management: Handle resignation processing, exit interviews, clearance coordination (IT, Finance, Admin), full and final settlement inputs, and relieving/experience letters.
- Leave Management: Administer the leave policy, track leave balances, approve/reconcile leave requests, and maintain accurate leave records in the HRMS.
- Attendance Management: Monitor daily attendance, resolve discrepancies, coordinate with team leads on irregularities, and ensure attendance data is audit-ready for payroll.
2. Payroll
- Consolidate and validate monthly payroll inputs (attendance, leaves, incentives, deductions, new joiners, exits) for accurate and timely salary processing.
- Address employee payroll queries and discrepancies, and maintain payroll-related documentation and records.
- Support compliance with statutory filings and audits related to payroll and compensation.
3. Background Verification (BGV)
- Initiate and track background verification for new hires (employment history, education, identity, and address checks).
- Review BGV reports, flag discrepancies, and coordinate with the relevant stakeholders on discrepancy resolution or case handling.
- Maintain BGV documentation and ensure the process is completed within defined TAT for every new joiner.
4. HR Business Partnering & Strategic HR
- Review Meetings: Drive and participate in periodic HR review meetings with business/operations leadership on people metrics, attrition, hiring status, and open issues.
- Employee Performance: Partner with managers to track and support employee performance, coach on performance gaps, and drive performance improvement plans where needed.
- Departmental Reviews: Conduct regular departmental reviews with team leads/managers to assess team health, capacity, engagement, and operational issues.
- Performance Reviews: Own the appraisal cycle end-to-end — goal setting, review facilitation, ratings consolidation, and communication of outcomes.
- Incentives: Track and validate incentive-eligible performance data, coordinate incentive calculations with business/finance, and ensure timely and accurate incentive payouts.
- Workforce Planning: Partner with business leaders on headcount planning, hiring forecasts, and resource allocation aligned to business/process demand.
- Process Metrics: Track and report on key process metrics (e.g., RPC, Conversion, and other productivity/quality metrics) in partnership with operations, and flag people-related drivers of performance gaps.
- Talent Strategy & Talent Management: Support talent identification, succession planning, retention strategy, and development initiatives for critical and high-potential roles.
- HRMS Usage: Ensure accurate and up-to-date maintenance of employee data in the HRMS, drive adoption across teams, and use HRMS reporting for data-backed HR decisions.
Pay: ₹25,000.00 - ₹45,000.00 per month
Work Location: In person
