About Arteria:

Arteria Technologies is a Bengaluru-headquartered SAP Gold Partner and a Founder Member of the SAP Co-Innovation Labs established in 2007 by Sriram Kanuri and Parag Jain.

Arteria is an affiliate of the ICICI Bank Group, giving it a unique position at the intersection of enterprise SAP technology and commercial banking.

Arteria's flagship product suite, FinessArt, is built natively within the SAP ecosystem. Customers get enterprise-grade scalability and performance without the overhead of external integration.

FinessArt extends a company's supply chain beyond its four walls to suppliers, transporters, subcontractors, warehouses, sales teams, and multi-tier distribution networks while also enabling supply chain and invoice financing through tie-ups with banks and financial institutions, so distributors and suppliers can access working capital on their own payment terms, fully digitally.

Today, with over 500 customers, 15 financial institutions, and more than 10,000,000 channel entities and upwards of USD 50 billion of commerce running on Arteria's FinessArt suite of products, we welcome you to experience the enhanced digital and ever-enhancing network of FinessArt.

We believe our people are our greatest strength. We foster a culture of innovation, ownership, accountability, leadership, and continuous learning, where employees are empowered to take initiative, solve complex challenges, and make a meaningful impact.

With opportunities for career growth, mentorship, upskilling, and cross-functional exposure, we provide an environment where talent thrives.

Join us to be part of a high-growth organization that is redefining the future of enterprise technology and supply chain digitization.

Be part of our journey. Be part of Arteria.

About the Role:

We are looking for a highly accomplished and strategic Senior/Lead Human Resources Business Partner to partner with business leaders in driving people excellence, organizational effectiveness, and business performance.

This role will serve as a trusted advisor to leadership teams, with primary responsibility for designing and driving performance management processes, strengthening stakeholder partnerships, managing employee relations, and establishing scalable HR frameworks and governance practices.

The ideal candidate will possess strong business acumen, proven experience in leading HR transformation initiatives, managing complex employee relations matters, and implementing robust people processes that support organizational growth and employee engagement.

Key Responsibilities:

1. Performance Management & Talent Effectiveness:

- Lead and drive the organization's Performance Management System (PMS) across goal setting, mid-year reviews, annual evaluations, talent calibrations, and development planning.

- Partner with business leaders to create a high-performance culture focused on accountability, continuous feedback, and employee development.

- Facilitate talent review discussions and succession planning exercises.

- Analyze performance trends and provide insights to leadership for improving workforce productivity and capability development.

- Ensure consistent execution of performance management standards across business functions.

- Coach managers on performance conversations, employee development plans, and performance improvement initiatives.

2. Strategic Stakeholder Management:

- Act as a strategic HR advisor to business leaders, managers, and key stakeholders.

- Build trusted relationships with senior leaders to understand business priorities and translate them into people strategies.

- Influence decision-making through workforce insights, organizational diagnostics, and HR best practices.

- Collaborate with leadership teams on workforce planning, organizational design, and change management initiatives.

- Drive alignment between HR initiatives and business objectives.

3. Employee Relations & Employee Experience:

- Serve as the primary point of contact for complex employee relations matters.

- Conduct investigations and resolve employee grievances, workplace conflicts, disciplinary actions, and policy-related concerns.

- Provide guidance to managers on employee conduct, performance issues, and corrective actions.

- Partner with leadership to foster a positive, inclusive, and engaging work culture.

- Drive employee engagement initiatives and support action planning based on employee feedback and survey results.

- Promote fair, consistent, and compliant HR practices across the organization.

4. HR Process Excellence & Governance:

- Design, implement, and continuously improve HR policies, frameworks, and operational processes.

- Establish standardized HR workflows to enhance efficiency, employee experience, and organizational compliance.

- Lead process improvement projects across employee lifecycle activities including onboarding, performance management, promotions, and offboarding.

- Ensure HR processes are aligned with business requirements and regulatory compliance.

- Develop governance mechanisms and reporting structures to monitor HR effectiveness and process adherence.

- Leverage HR technology platforms to automate and optimize people processes.

5. Organizational Development & Change Management:

- Support organizational effectiveness initiatives through workforce planning and capability building programs.

- Partner with leaders during organizational change, restructuring, and transformation initiatives.

- Drive change management activities to ensure successful adoption of new processes and people programs.

- Identify organizational capability gaps and recommend development interventions.

6. HR Analytics & Reporting:

- Utilize people analytics and HR metrics to identify workforce trends and business risks.

- Develop dashboards and reports related to performance, attrition, engagement, and talent outcomes.

- Present actionable insights and recommendations to business leaders and HR leadership.

Education:

- Master's degree in human resources, business administration, organizational psychology, or related discipline.

Experience Required:

- 10 - 15 years of progressive HR experience, including significant experience as an HR Business Partner.

- Proven expertise in Performance Management Systems (PMS) and talent review processes.

- Strong experience in managing employee relations and handling sensitive workplace matters.

- Demonstrated success in stakeholder management, influencing senior leadership, and driving HR transformation initiatives.

- Experience designing and implementing HR processes, policies, and governance frameworks.

- Exposure to HRIS platforms.

Preferred Profile:

- Experience supporting technology, engineering, product, GCC, or fast-growing organizations.

- Strong track record of building scalable HR processes from the ground up.

- Ability to operate independently while influencing cross-functional stakeholders.

- Experience working with senior leaders, Directors, VPs, and C-suite executives to drive strategic people initiatives.

Why Join Us?:

- Opportunity to build and shape the organization's learning culture.

- Work closely with business leaders on strategic capability-building initiatives.

- Drive impactful leadership and employee development programs.