HR Business Partner

Key Responsibilities:

Strategic Business Partnering:

- Partner closely with business/functional leaders to understand their objectives and translate them into actionable talent strategies, workforce planning, and organizational design.

Performance Management:

- Lead the end-to-end annual and mid-year performance appraisal cycles (KRA setting, reviews, and normalization) for your business units. Assist leaders in identifying high-potential talent and building robust succession plans.

Employee Engagement & Culture:

- Design, implement, and track employee engagement initiatives tailored to a young, creative, and agile workforce. Conduct regular pulse surveys and connect sessions to maintain high morale and retention.

Talent Management & Development:

- Identify skill gaps within teams and collaborate with the Learning & Development (L&D) Center of Excellence (CoE) to deploy targeted training programs.

Employee Relations & Grievance Redressal:

- Serve as the primary point of contact for employee issues, conducting objective investigations and resolving grievances in compliance with internal policies and labor laws.

HR Analytics & Reporting:

- Track, analyze, and present key HR metrics (such as attrition trends, headcount budgets, and engagement scores) to help business heads make data-driven decisions.

Onboarding & Lifecycle Management:

- Partner with HR Operations to ensure seamless execution of the employee lifecycle from welcoming new joiners (orientation) to driving smooth exit processes.