About the Role:

Cortex is seeking a dynamic and seasoned HR Business Partner (HRBP) to work closely with one of our prestigious IT clients.

The ideal candidate will be a strategic thinker with strong business acumen, excellent people skills, and the ability to drive HR initiatives that enhance organizational performance, culture, and employee experience.

You will act as a trusted advisor to business leaders, enable workforce development, support HR operations, and foster an environment that supports growth, engagement, and high performance.

Key Skills Required:

- Strategic HR Business Partnering

- Stakeholder & Relationship Management

- Employee Engagement (One-on-One Connects, Skip-Level Meetings)

- Performance Management

- HR Operations (Letters, Promotions, Transfers)

- Compensation Benchmarking & Workforce Analysis

- Learning & Development

- Talent Management & Employee Relations

- Policy Implementation & Compliance

Roles & Responsibilities (Detailed):

Strategic HR Partnership:

- Collaborate with business leaders to understand organizational priorities and talent requirements.

- Translate business goals into effective HR strategies that support productivity and workforce development.

- Provide strategic insights on workforce planning, succession planning, and talent optimization.

Employee Engagement & Experience:

- Conduct regular one-on-one connects, skip-level meetings, and team interactions to understand employee morale and concerns.

- Analyze engagement findings and implement action plans to enhance satisfaction and retention.

- Address employee grievances with professionalism and confidentiality.

Performance Management:

- Lead and manage the end-to-end performance review cycle, ensuring fairness and adherence to timelines.

- Facilitate goal-setting discussions and capability-building sessions for managers.

- Identify low performers, work with leaders to create PIP (Performance Improvement Plans), and track progress.

HR Operations & Compliance:

- Manage HR operations such as letter release process, employee confirmations, transfers, exits, and promotions.

- Maintain accurate HR records, dashboards, and reports.

- Ensure compliance with organizational policies and labor regulations while promoting a culture of discipline and consistency.

Compensation & Benchmarking:

- Conduct salary benchmarking exercises to ensure competitiveness in the industry.

- Support compensation planning, budgeting, and workforce analytics.

- Provide insights on internal parity, retention risks, and market trends.

Learning & Development (L&D):

- Identify training needs through employee discussions, performance reviews, and business consultations.

- Collaborate with internal and external L&D teams to design and deliver impactful learning programs.

- Track program effectiveness and employee skill enhancement.

Talent Management & Organizational Development:

- Guide managers on areas like team structuring, talent development, conflict resolution, and change management.

- Support initiatives related to diversity, inclusion, leadership development, and career progression.

- Participate in organizational development projects to enhance culture, productivity, and collaboration.

Stakeholder Management:

- Build strong relationships with leadership, managers, and employees.

- Act as a trusted advisor and influencer on HR matters.

- Ensure clear communication and alignment between HR, business teams, and leadership.

Who You Are (Ideal Candidate Profile)?

- An experienced HRBP with strong exposure to IT/technology environments.

- Excellent communication, interpersonal, and problem-solving skills.

- Strong analytical mindset with the ability to interpret HR data and trends.

- Empathetic, approachable, and committed to maintaining employee trust.

- Capable of handling sensitive situations with maturity and professionalism