Description:

About the job

HR Business Partner Associate Vice President (AVP)

Global Fortune 500 Insurance MNC Pune & Bangalore

An experienced HR leader is required to join a global Fortune 500 insurance organization as an HR Business Partner at the Associate Vice President (AVP) level. This role partners directly with senior business leadership to shape and execute people strategy in a high-growth, matrixed, and globally integrated environment.

Role Overview:

The AVP HR Business Partner will act as a strategic advisor to business heads, translating business priorities into robust people plans that drive performance, capability, and culture. The role spans workforce planning, talent and leadership development, organizational effectiveness, and change management across multiple business units in India, with strong integration into global HR CoEs and group policies.

Key Responsibilities:

Strategic HR Partnership

- Serve as a trusted advisor to senior leadership, influencing decisions on organization design, workforce planning, and people priorities.

- Translate business strategy into actionable HR roadmaps covering talent, structure, culture, and capability building.

- Partner with global and regional HR teams to ensure alignment with enterprise-wide HR frameworks, policies, and people practices.

Workforce Planning, Talent & Organization Effectiveness

- Lead annual and mid-term workforce planning, headcount budgeting, and talent forecasting for assigned business units.

- Drive organizational effectiveness initiatives including role clarity, spans and layers, and restructuring where required.

- Partner with Talent Acquisition for leadership and niche hiring in insurance/BFSI domains, ensuring high-quality, culture-fit talent.

Performance, Engagement & Culture

- Anchor performance management cycles end-to-end: goal-setting, mid-year and annual reviews, calibration, and performance differentiation.

- Drive engagement and culture-building initiatives, including manager capability programs, recognition frameworks, and employee listening mechanisms.

- Monitor HR and people metrics (attrition, engagement, talent movement, internal fill rates) and recommend data-backed actions.

Leadership Development & Succession Planning

- Partner with business leaders to identify, assess, and develop high-potential talent and successors for critical roles.

- Support and leverage global leadership development programs, assessment tools, and coaching frameworks for senior and mid-level leaders.

- Facilitate talent reviews, succession discussions, and individual development plans for key talent segments.

Change Management & Employee Relations

- Lead HR aspects of organizational change initiatives (restructuring, operating model changes, new business lines) with clear communication and risk management.

- Provide governance and guidance on employee relations, discipline, grievance handling, and policy interpretation, ensuring fair and consistent outcomes.

- Ensure adherence to local labor laws, internal policies, and compliance requirements across locations.

HR Governance, Analytics & Collaboration

- Partner with HR CoEs (Compensation & Benefits, Talent, L&D, HR Operations) to deploy enterprise programs effectively within the business.

- Use HR analytics and dashboards to provide insights to leadership, track effectiveness of people interventions, and support decision-making.

- Champion diversity, equity, and inclusion (DEI) and values-based leadership across teams.

Ideal Candidate Profile:

Experience & Background

- 1016 years of progressive HR experience with at least 68 years in a core HR Business Partner role supporting large, matrixed business units.

- Proven experience partnering with senior leadership (Director/CXO/Business Head level) in MNC environments, preferably in BFSI, Insurance, or Financial Services.

- Prior exposure to global/enterprise HR programs and working with international stakeholders is highly desirable.

Education & Qualifications

- Postgraduate degree in HR/Industrial Relations/Business Management (MBA/PGDM in HR preferred).

- Additional certifications in OD, Coaching, or Change Management will be an advantage.

Competencies & Skills

- Strong business acumen with the ability to understand P&L drivers, growth levers, and translate them into people strategy.

- Deep knowledge across core HR domains: organization development, performance management, talent management, employee relations, compensation, and engagement.

- Exceptional stakeholder management and executive presence; able to influence and challenge senior leaders with data-backed perspectives.

- High learning agility, comfort with ambiguity, and resilience in fast-paced, transforming environments.

- Excellent communication, facilitation, and consultative skills with a strong orientation towards collaboration and outcomes.

What This Role Offers

- Opportunity to shape and execute people strategy for a marquee global insurance brand in a critical growth market.

- Direct visibility and partnership with CXO-level stakeholders and global HR leadership.

- Platform to lead large-scale transformation, leadership development, and culture-building initiatives at enterprise scale.