HR Business Partner - Corporate Finance Team - General Insurance

Description:

Key Responsibilities:

Strategic HR Partnership:

- Serve as the primary HR point of contact for the Corporate Finance leadership team.

- Understand business strategy, deal cycles, team structures, and capability needs; translate them into actionable HR plans.

- Provide databacked insights on talent performance, bench strength, succession, and culture.

Workforce Planning & Talent Acquisition:

- Partner with business head to define annual and quarterly hiring plans.

- Drive endto-end hiring for analysts, associates, VPs, and senior bankers in coordination with HR Operations and recruitment partners.

- Build a strong pipeline of highcalibre, investmentbankingready talent from top institutes and lateral markets.

Performance Management:

- Own the full performance cycle: goalsetting, midyear reviews, annual assessments, calibration, and compensation discussions.

- Coach managers on structuring KPIs aligned with deal origination, execution quality, thought leadership, and client impact.

- Ensure fairness, transparency, and differentiated rewards for high performers.

Talent Development & Capability Building:

- Identify skill gaps across modelling, valuation, sector expertise, project management, research insight, and client engagement.

- Drive targeted development interventions: technical training, softskills programs, leadership workshops, mentoring.

- Support career pathing for analysts associates vice presidents directors.

- Employee Relations & Culture Stewardship

- Be a trusted advisor for employees; proactively address concerns, conflicts, or burnout risks due to deal intensity.

- Reinforce a culture of ownership, nonhierarchical cross team collaboration.

- Partner with managers to drive engagement, retention, and wellbeing initiatives.

- Drive recognition programs for exemplary deal execution, client wins, and crossteam collaboration.

- Data, Analytics & Reporting

- Use HR dashboards and metrics to drive decisionmaking across attrition, compensation trends, performance distribution, and productivity.

- Prepare monthly business HR updates for leadership.