About Us: MostEdge is revolutionizing the retail industry with a cutting-edge analytics platform designed to prioritize customer needs and shape the future of retail. From advanced POS systems and self-service kiosks to surveillance, loyalty solutions, and next-level consumer engagement tools, MostEdge empowers businesses to transform every customer interaction into a profitable opportunity. By seamlessly integrating retail management processes, optimizing supply chains, and ensuring stock availability for in-demand products, MostEdge enables businesses to grow efficiently while eliminating time-consuming administrative tasks. As the only company offering 24/7 c-store operations, shrink management, audits, and reconciliation services, MostEdge ensures that every transaction is secure, accurate, and optimized for success. Beyond technology, MostEdge’s learning academy nurtures employees and owners into tomorrow’s retail leaders, fostering innovation and growth across the industry. By partnering with retailers, distributors, and manufacturers, MostEdge is not just enhancing retail operations—it’s empowering businesses to thrive sustainably, profitably, and confidently in an ever-evolving market. With customer presence in more than twenty states, the company’s staff services customers from Atlanta, Georgia, Hyderabad, Vadodara and Vijayawada locations.
Job overview
The HRBP helps align the organization’s people and business strategies. They are not only a people champion and an administrative expert but also a strategic partner and change agent for the business. Together with the company’s line managers, HRBPs set priorities, drive value, and deliver business results. Depending on the size of the organization, they can be responsible for a few hundred to over a thousand employees.
Responsibilities of an HRBP
1. Strategic planning Help the organization become future-ready by focusing on the existing workforce and preparing them for the future. Areas they need to work on include: Reskilling and upskilling: Identify training needs and assist the L&D function in aligning training programs with business objectives Strategic workforce planning: Ensure the company’s workforce has the right size, shape, cost, and agility for the future Succession planning: Select and develop key talent to ensure there are talents to fill critical roles.
2. Coaching and consulting leadership about HR matters An HRBP should clearly understand how current and future challenges affect the people in their organization. This understanding allows them to give key stakeholders practical advice and coaching. Their job is to equip and enable leadership to handle (most) people matters in the organization. Conduct weekly or bi-monthly meetings with business leaders and provide HR advice where necessary Be up-to-date on employment laws and regulations, as well as other legal requirements regarding people management, to help ensure compliance Provide guidance on the creation and implementation of HR processes and policies.
3. Building a competitive organization An HRBP helps their organization win clients and acquire and retain the best talent. They play an important role in making sure their business can strategize, train, and adapt to develop the best product. As such, they may also have the following responsibilities:
Conduct day-to-day performance management guidance for line managers e.g., mentoring, career planning, coaching, etc.) Help line managers deal with organizational, people, and change-related issues Optimize organizational design to increase productivity and improve business performance. Ensuring the business can attract and retain the best talent. They might need to:
Collaborate with other members of the People Team on implementing innovative and inclusive recruitment strategies.
Develop or assist in creating a future-proof compensation and benefits strategy Implement reward and recognition interventions to increase bottom-line results and employee engagement.
4. Being a company culture and employee experience champion Helping build and maintain a strong organizational culture, as well as continuously improving the employee experience. Give advice and suggestions for culture-related initiatives, such as cultural transformation. Implement HRM interventions on employee wellness, Diversity, Equity, Inclusion and Belonging, or talent management.
Work with management and personnel to solve conflicts and help facilitate positive employee relations, maintain a good working environment, build morale, and minimize unwanted turnover.
Skills and Qualifications HR Business Partner skills Data literacy Data awareness Applying data Communicating data. Business acumen HRBPs have good HR skills and a keen understanding of the industry their business is in. Market understanding Commercial fluency Strategy creation. Digital agility HRBPs should be able to use technology to increase efficiency and drive business results.
As such, an HRBP should have experience using HR technology (such as an HRIS) to create and implement HR strategy, apply HR management practices, and track spending. Here are some other skills linked to digital agility an HRBP may need: Digital adoption Digital championing. People advocacy HRBPs must be people champions who advocate for employees and push back when needed. They also need solid legal knowledge to support the workforce and business.
Managing change Culture and well-being advocacy Knowledge and experience with national and regional labor law, as well as tax and social security regulations. Execution excellence Ability to think systemically about the organization, problem-solving, and their strong drive towards action.
Action orientation Problem-solving Interpersonal skills.
HR Business Partner Qualifications Must have a Bachelor’s or Master’s degree in a field related to Human Resources Management.
Pay: ₹500,000.00 - ₹1,200,000.00 per year
Benefits:
- Cell phone reimbursement
- Provident Fund
Work Location: In person
