The HR Business Partner (HRBP) is the first point of contact for employees and managers across the employee lifecycle. The role focuses on business alignment, people experience, and effective execution of HR processes while ensuring compliance and engagement.
Core Principles
- Ownership Until Closure: Own tasks end-to-end, ensuring timely completion by tracking progress, resolving issues, and confirming outcomes.
- Empowering Managers: Coach managers to handle people matters independently by providing tools, guidance, and frameworks.
- Solution-Oriented Approach: Focus on practical solutions through root-cause analysis rather than only identifying problems.
- Team player - support with internal requirements
Key Responsibilities
1. Business & Talent Partnership
- Partner with leaders to understand business goals and align HR priorities.
- Coach managers on talent strategy and team development.
- Work closely with HR COEs on talent management initiatives.
- Act as HR consultant - provide guidance and solutions for talent strategy and any concerns
2. Employee Experience & Engagement
- Drive employee engagement initiatives aligned with “Connect, Grow & Care.”
- Conduct regular employee connects and pulse checks (Connect with HiPo's, critical resources, top performance (30% talent) once every half year); all other employees - once a year; guidelines - document concerns & review on weekly basis with larger team, closure of any open items, HR office hours, Coffee sessions (informal connects), seek for suggestions/improvements
- <Parameters on RAG status, every quarter status by managers>
- Identify improvement areas to strengthen employee experience.
- Retention of employees and related strategies (achieve 4-5% higher retention in 2026)
- Drive R&R program through the year
- Conduct Hackathon every half year in 2026 (H2 - drive a global one) | (2027 - every quarter)
3. Driving Change Management, Policies & Compliance
- Driving any key change management in the organization (from Keka adoption to other future requirements)
- Ensure implementation and adherence to HR policies, Code of Conduct, POSH, and statutory compliance.
4. Performance Management & Compensation Review
- Coordinate performance cycles (goal setting, quarterly and annual reviews).
- Support L&D programs, nominations, and training completion.
- Track mandatory and compliance training.
5. Employee Relations
- Act as a trusted HR contact for employees.
- Support on managing grievances, disciplinary actions, and issue resolution with fairness and confidentiality (primary responsibility with HRSS)
- Escalate concerns appropriately when required.
6. Process Improvement & Analytics
- Continuously review HR processes to improve efficiency and employee experience.
- Use people data and insights to identify trends, risks, and improvement opportunities.
- Pyramid checks to be done
7. Creating Succession pipeline and Talent Mobility
- Identify critical roles and enable succession pipeline
- Identifying top performers for job or role rotations after every 24 months
- Creating customized IDP for high performers aligning to their career aspirations
- Rotating/Enabling short-term or long term onshore opportunities
