Manager / Senior Manager - HRBP

Designation: Assistant Manager - HRBP

Department: Human Resources

Reports To: Global HR Integrator / Head HR

Job Level: Manager

Employment Type: Full - Time

Location: Chandigarh, India - Office - Based (WFO)

Time Zone / Core Hours: Rotational Shifts EST

Core Skill Set: HR Analytics (eSAT/eNPS), Attrition Analysis, MS Excel & PowerPoint, HR Policy Design & Governance, Culture Strategy, Employee Engagement Programs, HRIS & HR Dashboards, Performance Management, Labour Law & Compliance.

1. Role Overview:

IT By Design is looking for a Manager / Senior Manager - HRBP to implement HR plans, initiatives, and solutions at its Noida site. The role exists because a growing site needs a seasoned HR Business Partner who can operate with minimal supervision, handle a high volume of tasks under deadline pressure, and be the trusted face of HR for both employees and leadership.

The ideal candidate brings 6 - 8 years of HR experience within tech or IT SMBs or startups with 1,000+ FTEs, along with a proven track record of navigating day - to - day people concerns and grievances, and prior experience leading and managing a team. They are comfortable collaborating with diverse, cross - functional stakeholders to deliver HR solutions that support business objectives, and they bring genuine analytical rigor - using eSAT, eNPS, and attrition data to drive decisions rather than relying on instinct alone.

What makes this role distinctive is the blend of strategic HRBP work with HR Operations alignment and HR technology adoption. This is not a role limited to policy or engagement - it also requires partnering with HR Operations on payroll inputs, documentation accuracy, and compliance, and championing HRIS adoption and tech - led workflows. It suits a senior HR professional who wants full - spectrum ownership of a site's people function.

2. Key Responsibilities:

HR Process Implementation:

- Partner with key stakeholders to ensure HR processes and policies are implemented with clarity.

- Support the design, documentation, delivery, and governance of HR processes, policies, and procedures across the entire employee lifecycle, including onboarding and exit processes.

HR Metrics Management:

- Monitor, manage, and report all HR metrics for the site, including eSAT, eNPS, attrition, and Top Performers' percentage.

- Use HR dashboards and analytics to identify trends, red flags, and areas for intervention.

Employee Relations and Stakeholder Management:

- Serve as the main escalation point for employee - related issues, providing consultation and resolution.

- Lead culture management, engagement program rollouts, and change management initiatives effectively.

Employee Retention and Engagement:

- Design and drive employee retention strategies to meet engagement and retention outcomes.

- Partner with site leadership to identify attrition risk factors and implement targeted interventions.

- Track the impact of retention and engagement programs against defined metrics.

Compliance & Audit Management:

- Manage and respond to audit and compliance queries from government agencies as they arise.

- Maintain up - to - date knowledge of labor law requirements applicable to the Chandigarh site.

- Ensure HR documentation and processes remain audit - ready at all times.

HR Tech & Digital Initiatives:

- Drive adoption of HRIS modules and participate in system upgrades and enhancements.

- Champion tech - led workflows for automation and a better employee experience.

HR Operations Alignment:

- Partner with the HR Operations team to ensure accuracy in documentation, payroll inputs, and compliance.

- Support the management of audits, SOPs, and hygiene metrics such as SLA tracking and onboarding completions.

3. Must - Have Qualifications (Non - Negotiables):

- Bachelor's degree with a Master's in HR Management, Behavioral Science, or a related field.

- 6 - 8 years of HR experience in tech/IT SMB companies or startups with a headcount of 1,000+ FTEs.

- Prior experience leading and managing a team.

- Strong stakeholder management experience.

- Expertise in HR Analytics for data - driven decision - making, including eSAT, eNPS, and attrition analysis, with solid experience in MS Excel and PowerPoint.

- Proven ability to design, implement, and govern HR policies and processes.

- Experience in culture strategy development and driving employee engagement initiatives.

- Keen understanding of business drivers and experience partnering with key stakeholders to drive employee retention programs and measure their impact.

- Strong knowledge of performance management policies, compliance, and best practices.

- In - depth understanding of labor laws and compliance management.

- Understanding of HR Operations, payroll inputs, documentation audits, and process hygiene.

- Experience working with HR technology platforms, HRIS, dashboards, and digital enablement.

4. Nice - to - Have Qualifications (Good to Have):

- SHRM or other professional HR certification.

- Experience with HRIS platforms such as PeopleStrong or similar tools.

- Exposure to global or matrixed organizational structures.

- Experience with variable pay or incentive plan design.

- Familiarity with Power BI or similar tools for advanced HR analytics and reporting.

5. Behavioral Traits:

- Longevity & Commitment - Demonstrates stability and follow - through, with a track record of sticking with roles and seeing initiatives to completion.

- Team Player - Collaborates naturally across diverse, cross - functional stakeholders rather than working in a silo.

- Resilient Under Pressure - Meets targets and time - bound deadlines even when managing a high volume of tasks with minimal supervision.

- Dynamic & Personable - Brings an engaging, approachable attitude that puts employees and leadership at ease, even in difficult conversations.

- Analytical & Data - Driven - Uses eSAT, eNPS, and attrition data to guide decisions rather than relying on instinct alone.

- Composed Under Escalation - Stays level - headed as the main escalation point for employee issues, grievances, and compliance queries.

6. What Success Looks Like:

First 30 Days: Has built relationships with key stakeholders at the Chandigarh site, reviewed current eSAT, eNPS, and attrition data, and gained a clear picture of open employee relations and compliance items.

First 90 Days: Is independently managing employee relations escalations, has taken ownership of HR metrics reporting and dashboards, and has identified at least one at - risk trend requiring intervention.

By 6 Months: Has implemented or improved at least one HR process or policy across the employee lifecycle, is driving a live retention or engagement initiative, and is a trusted escalation point for site leadership.

By 12 Months: Has measurably improved eSAT, eNPS, or attrition outcomes at the site, has embedded stronger HR Operations alignment (payroll, documentation, audits), and is recognized as a strategic HR partner rather than purely a process owner.

7. Who This Role Is For:

- Senior HR professionals who want full ownership of a site's people function - from policy to metrics to operations alignment.

- People who are comfortable being the main escalation point for employee relations and compliance issues.

- Data - driven HRBPs who want to use eSAT, eNPS, and attrition analytics to guide real decisions, not just report on them.

- Experienced people leaders who have managed teams and can operate with minimal supervision under deadline pressure.

- Those who enjoy partnering across HR Operations, technology, and leadership rather than staying within one HR lane.

8. Who This Role Is Not For:

- Early - career HR professionals without prior team leadership experience.

- Candidates who prefer a narrow HR specialization over broad HRBP ownership.

- Those uncomfortable with high task volume, minimal supervision, and deadline sensitivity.

- People who avoid data - driven reporting or are not comfortable with HR analytics tools.

9. Benefits:

- Competitive salary and benefits.

- Great work - life balance.

- Comprehensive on - the - job training, best - in - industry communications training, and sponsorship for skill development.

- Medical insurance coverage worth INR 5 Lakh for employees and their immediate family.

- Accidental policy coverage of INR 5 Lakh.

- Term Life insurance worth INR 20 Lakh.

- Community - based engagement clubs at work, including book and movie clubs.

- Community Wellness programs for employee wellbeing, including sessions specially led by the CEO's 'Life By Design' program.

10. About IT By Design:

IT By Design is a people - first technology staffing and managed services company built to bridge the talent gap between the US market and highly skilled professionals across India, the Philippines, and beyond. Founded on the belief that the right people, placed in the right environment, produce extraordinary results, we work with MSPs, IT service providers, and technology businesses to build teams that are technically strong and culturally aligned.

We operate with a long - term mindset. We don't just fill seats - we build careers, support growth, and create pathways that work for both the professional and the business. Our global delivery model combines operational rigor with a genuine commitment to the people behind the work.

If you're looking for a place where your contribution is visible, your growth is intentional, and the work you do connects to something larger, IT By Design is worth considering.