A leading global professional services firm with a strong and growing India presence is looking for a Deputy Manager - HR Business Partner to join its Human Resources team. This is a generalist HRBP role with significant scope — the person in this seat will work closely with business leaders and employees across functions to drive HR strategy, employee engagement, performance management, and compliance.
The role is suited to an HR professional who is equally comfortable driving policy and process as they are handling nuanced people situations. You will be part of a multi-centre-of-excellence HR team that prides itself on being a genuine strategic partner to the business — not just an administrative function.
Role Objectives
- Oversee, refine, and execute employee standards and procedures using and improving existing and recommended HR systems and processes.
- Maintain and enhance employee benefits programs including compensation, health insurance, leave, and other personnel packages.
- Assist with recruitment efforts and prepare employees for assignments by establishing and conducting orientation and training programs.
- Ensure legal and regulatory compliance by monitoring HR requirements, conducting investigations, and maintaining accurate records.
- Identify and recommend areas of improvement to internal standard operating procedures, including team restructuring and morale initiatives.
Key Responsibilities
1. HR Strategy & Business Partnering
- Develop and implement HR strategies and initiatives aligned with the overall business strategy.
- Bridge management and employee relations by addressing demands, grievances, and other workforce issues proactively.
- Support current and future business needs through the development, engagement, motivation, and retention of human capital.
- Report to management and provide decision support through meaningful HR metrics and dashboards.
2. Employee Relations & Performance Management
- Plan, monitor, and appraise HR activities by scheduling management conferences, hearing and resolving employee grievances, and counselling employees and supervisors.
- Train managers to coach, develop, and where necessary, discipline employees in line with policy and best practice.
- Oversee and manage a performance appraisal system that drives high performance and a culture of continuous feedback.
- Nurture a positive working environment and act as a culture carrier across all people-related touchpoints.
3. Policy, Compliance & HR Operations
- Maintain management guidelines by preparing, updating, and recommending human resource policies and procedures.
- Ensure legal compliance throughout human resource management — monitoring applicable labor law requirements and maintaining audit-ready documentation.
- Maintain pay plan and benefits programs, ensuring accuracy, equity, and competitiveness.
- Handle confidential employee and organizational matters with discretion and professionalism.
4. Employee Lifecycle Management
- Own the end-to-end employee lifecycle from onboarding and orientation to engagement, development, and offboarding.
- Design and deliver structured orientation and onboarding programs that integrate new hires effectively into the organization.
- Assist with recruitment coordination — working with hiring managers to align on role requirements and candidate experience.
5. Stakeholder Management & Collaboration
- Build strong relationships with business leaders, acting as a trusted advisor on all people-related matters.
- Build strong relationships with external vendors and HR service providers, fostering trust and promoting collaboration.
- Translate complex employee and business feedback into actionable HR initiatives and policy improvements.
6. Data, Systems & Process Improvement
- Leverage HR data and analytics to identify trends, flag risks, and recommend proactive interventions.
- Work with HR technology platforms and databases to maintain accurate employee records and generate regular reporting.
- Continuously identify opportunities to improve HR processes, reduce friction, and scale people operations effectively.
What We Are Looking For
Essential Qualifications & Experience
- Post Graduate degree in Human Resources, Business Administration, or a related field.
- 7-10 years of overall HR experience, with at least 3 years in a dedicated HRBP or generalist HR role.
- Proven working experience in employee relations, performance management, and HR policy implementation.
- Extensive knowledge of Indian labor law, HR compliance requirements, and HR best practices.
- Demonstrated ability to manage confidential situations with sensitivity and sound judgment.
- Experience working in a fast-paced, multi-location, and culturally diverse professional environment.
Skills & Competencies
- Exceptional communication skills — written, verbal, and interpersonal — with the ability to influence at all levels.
- Strong active listening, negotiation, and conflict resolution capabilities.
- Ability to architect HR strategy while also executing at the operational level.
- People-oriented and results-driven — balancing empathy with commercial pragmatism.
- Proficiency in HR software, HRIS platforms, and working knowledge of MS Office Suite.
- Detail-oriented and organized, with the ability to manage multiple priorities simultaneously.
- Competence to build and effectively manage interpersonal relationships at all levels of the organization.
