HR Business Partner
Description:
Senior Manager Rewards, Performance & Organization Effectiveness (Human Resources Business Partner)
Role Overview
The Senior Manager Rewards, Performance & Organization Effectiveness is a strategic, on-site role based in Mumbai (Lower Parel), integral to the Human Resources department, operating on a standard Mon-Fri schedule.
This pivotal position requires a highly analytical and strategic HR professional to design, implement, and govern enterprise-wide people frameworks encompassing compensation, performance enablement, and organizational design for a large, rapidly scaling employee base (3000+ employees).
The role demands analytical depth, robust knowledge of HRIS/HRMS solutions, and exceptional stakeholder management to align people strategy with aggressive business growth and maintain internal equity and external competitiveness.
Rewards & Compensation Strategy
- Design and Lead the full annual compensation life cycle, including comprehensive budgeting, salary and benefits benchmarking, and the deployment of both performance-linked pay (PLP) and variable compensation programs.
- Develop and execute differentiated rewards frameworks designed to attract, retain, and recognize critical talent segments and high performers, ensuring alignment with organizational financial health and growth priorities.
- Continuous Assessment and Enhancement of employee benefits programs (e.g., car lease structures, meal coupons, corporate NPS) through utilization analysis and market review to ensure cost-effectiveness, competitiveness, and high adoption rates.
- Strategic collaboration with Finance and Business Leadership on Annual Operating Plan (AOP) management, specifically overseeing and modeling manpower cost projections and headcount governance.
- Oversee the continuous refinement of the Job Architecture and Job Levelling frameworks to guarantee organizational clarity, maintain internal pay equity, and support cross-functional mobility across diverse business units and brands.
Performance Management and Enablement
- Own the End-to-End Performance Management Process, managing all phases from structured goal setting and Objectives and Key Results (OKR) implementation to mid-year performance reviews and final year-end appraisals across the organization.
- Drive a High-Performance Culture through data-backed analytics, targeted communication campaigns, and comprehensive leadership enablement programs focused on improving process compliance, feedback quality, and manager coaching effectiveness.
- Develop and Institutionalize Frameworks for continuous performance feedback and structured career conversations, empowering managers to actively coach, develop, and maximize the potential of their team members.
- Leverage sophisticated HR data insights and predictive analytics to systematically identify high-performing teams, pinpoint performance distribution anomalies, and recommend strategic talent interventions to drive tangible business impact.
Organization Effectiveness and HR Analytics
- Serve as a Strategic Partner to senior leadership, conducting in-depth Organizational Design and Structure Analysis to optimize organizational architecture, refine spans of control, rationalize management layers, and ensure optimal workforce alignment with strategic goals.
- Build, Deploy, and Maintain Advanced Power BI/Tableau Dashboards for comprehensive workforce analytics, cost modeling, headcount forecasting, and monitoring critical organization health metrics (e.g., diversity, turnover, span-of-control).
- Lead Complex HR Projects focused on driving structural operational efficiency, enhancing culture alignment, and ensuring the development of scalable HR solutions and design principles across all brands and functional areas.
- Evaluate and Lead the Implementation/Optimization of HRMS/ERP solutions (e.g., Workday, SAP SuccessFactors) to achieve process automation, ensure data integrity and integration, and significantly enhance the overall employee experience.
- Function as the Strategic Advisor on all aspects of major organizational change, including restructuring events, talent planning initiatives, and stringent headcount governance protocols.
Knowledge and Skill / Qualification Requirements
- Education: MBA/PGDM in Human Resources from a top-tier institute (e.g., XLRI, TISS, MDI, IIMs).
- Experience: 5 to 8 years of progressive HR experience, with a mandatory strong and verifiable exposure to Rewards (Compensation and Benefits), Performance Management, and Organization Effectiveness in fast-growing, scale-up, or tech-led corporate environments.
- Proven experience managing large-scale, complex HR processes and cycles impacting a substantial employee base (3000+ employees) across multiple, diverse business units.
- High Proficiency in HR analytics, data visualization tools (specifically Power BI, Tableau), and Advanced Excel (VBA, complex formulas, pivot tables).
- Direct, hands-on experience with HRMS/ERP implementation or major upgrade projects and managing cross-functional stakeholder expectations (Finance, IT, Business Heads).
Preferred Skills
- Deep technical knowledge of statistical modeling for compensation and workforce risk analysis.
- Certification or advanced training in Job Evaluation Methodologies (e.g., Hay, Mercer).
- Experience deploying and managing modern performance methodologies, such as OKRs (Objectives and Key Results).
- Proven capability in large-scale change management and communication related to HR systems and policy deployments.
- Experience in the Financial Services or Technology sector is a significant advantage.
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