HR BUSINESS PARTNER (HRBP)
V Group Inc. | India Location: Bhopal, Madhya Pradesh
Work Mode: Work from V Group's IT Park Office
Function: Human Resources | Business Partnering
Experience: 5–8 years
Reporting To: SBU Head
About V Group
V Group Inc. is a growing organization with a strong focus on technology, staffing, consulting and business solutions. As we continue to scale our business, the HR function plays a critical role in building high-performing teams, strengthening organizational capability and enabling sustainable business growth.
We are looking for an experienced and business-focused HR Business Partner (HRBP) who can work closely with Business Unit (BU) Leads and managers to translate business priorities into effective people strategies.
The HRBP will act as a strategic people partner to the business, owning the employee lifecycle, workforce planning, performance and talent development, organizational effectiveness, employee engagement and succession planning for assigned business units.
The role will also work closely with BU leadership to understand business requirements and provide HR interventions that support productivity, capability building and revenue generation enablement.
Key Responsibilities:
1. Employee Lifecycle Management :
- Own and manage key employee lifecycle processes for the assigned Business Units, including induction, orientation, transfers, promotions, role changes, employee movements and offboarding.
- Ensure a consistent and positive employee experience across all stages of the employee lifecycle.
- Partner with BU Leads and managers to ensure timely completion of employee lifecycle activities.
- Identify gaps in existing employee processes and recommend improvements to enhance employee experience and operational efficiency.
- Ensure adherence to established HR policies, SOPs and governance requirements.
2. Workforce Planning & Business Partnering :
- Partner with BU Leads and business managers to understand current and future workforce requirements.
- Develop workforce plans aligned with business growth, revenue targets, productivity expectations and organizational priorities.
- Identify current and future capability requirements, critical roles and potential workforce gaps.
- Work closely with Talent Acquisition to translate approved workforce plans into effective hiring priorities.
- Monitor workforce metrics including headcount, attrition, productivity, hiring requirements and talent availability.
Provide data-driven HR insights and recommendations to BU leadership.
3. Performance Management & Talent Development:
- Drive the performance-management cycle for assigned Business Units, including goal setting, performance reviews, feedback, calibration and performance improvement interventions.
- Partner with BU Leads and managers to ensure KRAs/KPIs are aligned with business objectives.
- Identify high-potential employees and critical talent within the respective Business Units. Facilitate talent reviews and support development plans for employees.
- Identify capability gaps and partner with Learning & Development to design relevant development interventions.
- Support managers in building a culture of continuous feedback, accountability and performance excellence.
4. Organizational Design & Change Management:
- Partner with BU leadership on organizational structure, role clarity, span of control and workforce effectiveness.
- Support organizational restructuring and changes arising from business growth, new initiatives, technology or evolving business requirements.
- Evaluate people-related implications of organizational changes and recommend appropriate interventions.
- Support managers and employees through organizational transitions while maintaining transparency, engagement and business continuity.
- Identify opportunities to improve organizational effectiveness, productivity and employee capability.
5. Employee Relations & Engagement:
Act as a trusted HR advisor to BU Leads, managers and employees on employee related matters.
- Manage employee relations issues objectively, consistently and in accordance with V Group policies and applicable requirements.
- Drive employee engagement initiatives based on business and employee needs.
- Conduct and support structured interventions such as employee connects, skip level interactions, engagement forums and manager connects.
- Identify early warning indicators of disengagement or attrition and work with managers to implement appropriate interventions.
- Promote a culture of accountability, collaboration, inclusion and high performance.
6. Succession Planning & Talent Continuity:
- Develop and maintain succession plans for critical roles within assigned Business Units.
- Identify critical positions, high-potential employees and potential successors in partnership with BU Leads.
- Assess readiness and development requirements for identified successors.
- Work with managers and L&D to create individual development plans for succession candidates.
- Monitor succession readiness and provide periodic updates to BU leadership and HR leadership.
- Ensure appropriate talent continuity plans are in place for business-critical positions.
7. Revenue Generation Enablement :
- Partner with BU Leads to understand revenue, productivity, margin and growth objectives and translate these into people priorities.
- Identify people-related barriers impacting business performance, productivity or revenue generation.
- Recommend HR interventions that improve employee productivity, capability, retention and workforce effectiveness.
- Support the business in identifying the talent and capability required to achieve revenue targets.
- Work with BU leadership to strengthen performance culture, accountability and productivity.
- Provide HR insights that help BU leaders make informed decisions related to headcount, productivity, talent deployment and organizational capability.
- Measure and communicate the business impact of key HR interventions wherever practical.
What We're Looking For
- 5–8 years of relevant HR experience, preferably with strong HRBP / HR Generalist experience in a technology, IT services, staffing, consulting, BPO or other fast-paced business environment.
- Proven experience in business partnering with senior managers and business unit leaders. Strong understanding of employee lifecycle management and HR processes.
- Experience in workforce planning, performance management, talent development and succession planning.
- Demonstrated understanding of organizational design and change-management principles.
- Strong employee-relations and stakeholder-management skills. Ability to understand business requirements and translate them into practical HR solutions.
- Strong analytical and problem-solving capabilities with the ability to use people data to support business decisions.
- Strong communication, influencing and consulting skills. Ability to operate independently while working collaboratively with HR and business leadership.
- Commercial orientation with an understanding of how people, productivity and capability influence business performance and revenue.
- Strong ownership, execution orientation and ability to work in a fast-paced, growth oriented environment.
Key Competencies :
Business Acumen | Strategic HR Thinking | Stakeholder Management | Employee Relations | Performance Management | Talent Management | Workforce Planning | Change Management | Data & Analytics | Problem Solving | Communication & Influencing | Commercial Orientation
Why Join V Group Inc.?
At V Group, HR is not limited to managing processes—it is a strategic function that partners with the business to build capability, improve performance, develop talent and enable growth.
- This role provides an opportunity to work closely with the Strategic Business Unit leadership and influence critical people and business decisions while contributing directly to the organization's growth and long-term success.
Pay: ₹600,000.00 - ₹750,000.00 per year
Benefits:
- Cell phone reimbursement
- Food provided
- Health insurance
- Paid sick time
- Provident Fund
Work Location: In person
