Sr. Executive - HR Business Partner (1 year contract)

Designation/Role: Sr. Executive - HR Business Partner
Department: Human Resources
Work Timing: 12:00 PM 9:00 PM
Qualifications: Any Graduate (Postgraduate in HR or related field preferred)

On contract - 1 year

Experience Required

2–4 years of experience in an HRBP role within a reputed organization.

Key Skills & Competencies

• Proven experience as an HR Business Partner in a mid-to-large organization.
• Strong communication and interpersonal skills in business partnering/advisory roles.
• Ability to manage relationships across levels — from line managers to leadership.
• Good understanding of labor laws, compliance, and HR best practices.
• Capability to design and support employee engagement and retention initiatives.
• Experience in handling performance management cycles and capability building.
• Data-oriented decision-making using HR dashboards and analytics.
• Project management skills and change management exposure preferred.
• Proficient in using HRIS tools (e.g., Darwinbox, SAP, Workday) and Microsoft Office.

Key Responsibilities

The HRBP will act as a strategic partner to the business, with responsibilities including (but not limited to):

1. Partner with Business Leaders to understand workforce needs and support team effectiveness, talent planning, and capability building.
2. Support Performance Management cycles, including goal setting, mid-year and annual reviews, and feedback facilitation.
3. Drive Employee Engagement through initiatives, pulse surveys, feedback analysis, and action planning.
4. Manage Talent Development processes, including IDPs, succession planning inputs, and coordination with L&D.
5. Monitor and Analyze HR Metrics such as attrition, engagement, span, and cost-to-hire; recommend action plans based on insights.
6. Handle Employee Relations and Grievances, ensuring a fair, compliant, and supportive work environment.
7. Support Organizational Changes such as restructuring, role changes, and workforce transitions by partnering with managers and ensuring smooth communication.
8. Contribute to Culture and Change Programs, aligning HR strategies with business vision and values.
9. Coordinate with Central HR Teams (recruitment, L&D, compensation, etc.) to deliver seamless employee experiences.
10. Ensure Policy Awareness and Compliance by conducting HR briefings, induction sessions, and regular communication with employees.