Position: HR Business Partner
Location: Bangalore
Working Days: Mon-Fri
Experience Required: 6-8 years
Our Client is reimagining how Indian businesses access protection , with technology, speed, and simplicity at the core of everything we do.
We proudly serve 4,500+ companies, including brands like BSNL, Daikin, The Whole Truth, and CleverTap, and are backed by leading investors such as Waterbridge, Blume, Arali, and Eximius.
Our mission: Safeguard every Indian business by 2047
Our mindset: Bold, fast-moving, and customer-obsessed
Join us at Our Client and be part of a once-in-a-generation opportunity to reshape how insurance works for millions of businesses. Bring your expertise, curiosity, and ambition and help build the future of SME insurance in India.
We are looking for a strategic HR Business Partner to work closely with business leaders across sales, operations, and corporate functions. This is not a transactional HR/ generalist role. You will act as a trusted advisor to leadership, driving org design, performance management, talent strategy, and employee experience in a fast-scaling environment.
You will spend most of your time in business reviews, 1:1s with leaders, talent calibration sessions, and executive coaching moments.
We are looking for a strategic HR Business Partner to work closely with business leaders across sales, operations, and corporate functions. This is not a transactional HR/ generalist role. You will act as a trusted advisor to leadership, driving org design, performance management, talent strategy, and employee experience in a fast-scaling environment.
You will spend most of your time in business reviews, 1:1s with leaders, talent calibration sessions, and executive coaching moments.
- Business partnering: Be the trusted HR counterpart to senior leaders. Join their leadership meetings. Coach them on team decisions, difficult conversations, and people strategy.
- Performance management: Run half-yearly and annual performance cycles. Facilitate calibration sessions. Coach managers on delivering feedback, performance plans, and hard calls.
- Talent reviews & succession: Run 9-box or equivalent talent reviews. Identify high-potentials, flight risks, and succession gaps. Build development plans with leaders for the top 10%.
- Org design & workforce planning: Partner with leaders on org structure changes spans, layers, team splits, reorg decisions. Build 12-18 month workforce plans tied to product and launch roadmaps.
- Employee relations: Own complex ER cases conflict, grievances, investigations, POSH matters. Be the confidential sounding board for leaders on hard people's decisions.
- Manager capability: Coach first-time managers, build lightweight manager toolkits for 1:1s, feedback, performance, and hiring.
- Engagement & retention: Own engagement data for your business units. Translate survey signals into leader actions. Track and reduce regrettable attrition.
- Policy & compliance: Partner on POSH compliance, labour law compliance, and policy evolution as we scale.
- Employer Branding: Drive initiatives to strengthen Our Client’s employer brand by improving candidate experience, showcasing culture, and enabling employee advocacy across channels.
- Process Design & Optimization: Build and refine scalable HR processes across performance, onboarding, and employee lifecycle to improve efficiency, consistency, and business alignment.
- Learning & Development (L&D): Identify capability gaps and design targeted learning interventions, especially for managers and high-potential talent, to support business growth.
- 6-10 years of proven HR experience, including 4+ years in a senior leadership role in fast-growth or startup environments.
- Prior experience in Insurance is preferred.
- Experience scaling talent acquisition for high-growth teams and implementing HR frameworks.
- Proficiency with ATS platforms (e.g., Keka) and managing HR databases.
- Strong stakeholder management and influencing skills with the ability to partner across all levels.
- Data-driven decision-making with strong analytical and problem-solving abilities.
- Skilled in negotiation, consensus building, and handling multiple priorities under tight timelines.
- Excellent communication skills, both verbal and written, with responsiveness and quick problem-solving ability.
- Bachelor’s or Master’s degree in Human Resource Management, Business Administration, or related field.
- Experience through a funding round transition , Series A to B, or B to C , where the People function had to mature quickly.
- Comfort with ambiguity and building playbooks from scratch, not inheriting Fortune-500 processes.
- Work directly with leadership in a high-impact, strategic role.
- Shape the people strategy of a fast-growing insurtech company.
- High ownership and visibility across business decisions.
- Opportunity to build and scale HR frameworks from scratch.
