Business Partner)
Company: Valeur Fabtex Pvt. Ltd.
Department: People & Culture
Designation: General Manager – People & Culture (HRBP)
Location: Corporate Office – Delhi NCR
Reporting To: Managing Director
About Valeur Fabtex
At Valeur Fabtex, we believe that organizations grow when people grow. We are not merely
building teams—we are cultivating leaders, fostering innovation, and creating a workplace
where every individual contributes to a larger purpose. As we continue to expand across
Education, Skill Development, Government Projects, CSR, and Digital Learning, we seek an
HR leader who can transform the employee experience and shape a culture of excellence.
Position Overview
The General Manager – People & Culture (HRBP) will serve as a strategic advisor to
business leaders, driving organizational effectiveness, leadership capability, employee
engagement, and cultural transformation. This role goes beyond traditional HR by
partnering with leadership to align people strategies with business objectives, strengthen
organizational capabilities, and create an environment where employees thrive.
The ideal candidate will be a visionary HR leader with expertise in Strategic HR, HR Business
Partnering, Organizational Development, Learning & Development, Performance
Management, Employee Relations, Change Management, and Culture Building.
Key Responsibilities
1. Strategic HR Business Partnering
Partner with the Managing Director and business leaders to align people strategies
with organizational goals.
Act as a trusted advisor on workforce planning, organizational effectiveness, and
people-related decisions.
Drive strategic HR initiatives that support business growth and operational
excellence.
Build leadership capability through coaching, mentoring, and HR advisory support.
2. Organizational Development & Transformation
Design and implement organizational development initiatives that enhance
productivity and effectiveness.
Lead organizational restructuring, role clarity, and competency framework
development.
Develop succession planning and career progression frameworks.
Drive change management initiatives to support business transformation.
Build a culture of continuous improvement and innovation.
3. Learning, Leadership & Capability Development
Develop and execute the organization's Learning & Development strategy.
Create competency-based learning pathways for employees across all levels.
Design leadership development programs for future leaders.
Conduct Training Need Analysis (TNA) and prepare annual learning calendars.
Measure learning effectiveness through business outcomes and employee
performance.
4. Performance & Growth Management
Strengthen the Performance Management System (PMS) across the organization.
Drive Goal Setting, KPIs, KRAs, and OKRs aligned with business priorities.
Coach managers on performance reviews, feedback conversations, and employee
development.
Facilitate talent reviews and individual development planning.
Promote a high-performance, feedback-driven culture.
5. Employee Experience & Culture Management
Build a workplace culture centered on collaboration, accountability, innovation, and
respect.
Design employee engagement, wellness, and recognition initiatives.
Lead culture transformation projects aligned with organizational values.
Strengthen employee communication and transparency across all business functions.
Monitor employee satisfaction and implement action plans to enhance engagement.
6. HR Business Partner (HRBP) Responsibilities
Partner with Vertical Heads to address business-specific people challenges.
Provide guidance on workforce planning, employee development, and organizational
effectiveness.
Support managers in handling employee relations, performance concerns, and
conflict resolution.
Conduct regular business reviews to identify HR interventions that improve
productivity.
Ensure alignment between business objectives and people strategies.
Facilitate organizational restructuring and change initiatives wherever required.
Act as the primary HR advisor for leadership teams across business verticals.
7. Employee Relations & Workplace Governance
Foster a positive, ethical, and inclusive workplace culture.
Handle employee grievances with professionalism and confidentiality.
Promote employee well-being and work-life balance initiatives.
Ensure adherence to organizational values and code of conduct.
Build trust through transparent communication and proactive engagement.
8. Policy, Compliance & Governance
Develop and review HR policies, SOPs, and governance frameworks.
Ensure compliance with labour laws and statutory requirements.
Conduct periodic HR audits and process reviews.
Strengthen HR governance through standardized practices and continuous
improvements.
9. HR Analytics & Executive Reporting
Develop HR dashboards and people analytics for leadership.
Track workforce productivity, engagement, retention, performance, and
organizational health.
Present actionable HR insights to the Managing Director and Leadership Team.
Utilize data-driven decision-making to improve organizational effectiveness.
Key Competencies
Strategic Leadership
HR Strategy
Business Partnering
Organizational Development
Workforce Planning
Change Management
Executive Coaching
People & Culture
Employee Engagement
Culture Transformation
Employee Experience
Employer Branding
Diversity & Inclusion
Learning & Development
Leadership Development
Competency Mapping
Succession Planning
Coaching & Mentoring
Learning Strategy
Performance Excellence
Performance Management
KPI / KRA Frameworks
OKR Implementation
Talent Development
Governance & Compliance
HR Policies
Labour Law Compliance
HR Audits
Risk & Compliance Management
Education
MBA / PGDM in Human Resources, Organizational Development, or a related
discipline.
Certifications in SHRM, HRCI, Organizational Development, Learning & Development,
or Executive Coaching will be an added advantage.
Experience
15+ years of progressive HR leadership experience.
Proven experience as an HR Business Partner supporting senior leadership.
Experience in Education, Skill Development, Government Projects, CSR, or Multi-
location organizations will be preferred.
Success Metrics (KPIs)
Employee Engagement Index
Leadership Capability Development
Performance Management Effectiveness
Learning & Development ROI
Organizational Health Score
Employee Retention & Internal Mobility
HR Compliance Score
Culture & Employee Experience Initiatives
Business Partner Satisfaction
Change Management Success Rate
HR Dashboard Accuracy & Strategic Reporting
Why Join Valeur Fabtex?
At Valeur Fabtex, People & Culture is more than a support function—it's a strategic driver of
organizational success. As General Manager – People & Culture (HRBP), you will work
closely with the Managing Director and leadership team to shape the organization's future,
nurture leadership talent, strengthen workplace culture, and create an environment where
people and business grow together.
Pay: Up to ₹1,000,000.00 per year
Work Location: In person
