Strategic HR Partnership

- Partner with senior business leaders to develop and execute HR strategies that support business goals.

- Analyze HR metrics (turnover, engagement, productivity, promotion & mobility) to guide decision-making

- Lead several change management initiatives such as organizational redesign, capability build and culture tenants

- Be a coach and guide to the employees and managers to help build a culture of respect and mentorship aligned with leadership principles

Talent Strategy, Reviews & Retention

- Drive top talent identification, engagement, and retention strategies, with focused interventions for high performers, niche skill holders, and business critical roles

- Lead and actively participate in talent reviews, calibration discussions, and succession planning forums in partnership with business leadership

- Demonstrate strong understanding of skill taxonomy, role architectures, and career frameworks within IT/consulting organizations to enable effective workforce and capability planning

- Lead talent processes such as: onboarding, goal setting, performance and potential management, feedback mechanisms and career development

- Drive succession planning and leadership pipeline development

Employee Relations & Culture

- Serve as a trusted advisor on employee relations, conflict resolution, and policy interpretation

- Champion DEI initiatives and foster an inclusive workplace

- Conduct stay/exit interviews and implement retention strategies

- Optimize HR processes to enhance efficiency and employee experience

Talent Engagement, Management & Development

- Own and drive end to end talent processes including onboarding, goal setting, performance and potential management, continuous feedback, career development, and internal mobility

- Partner with leaders to build robust leadership pipelines and succession plans for current and future business needs

- Enable differentiated people strategies for critical skill segments and leadership roles in a dynamic IT services environment

Compliance & Risk Management

- Ensure adherence to labor laws and company policies

- Manage sensitive employee issues with discretion and legal compliance

Qualifications & Skills

Required:

- 8 years of solid HR experience including at least 3+ years of experience in lead HRBP role with independent charge of a large business unit

- Minimum employee span handled in the past 1000+

- At least 3+ years in IT services or consulting services companies

- BTech + Master's/MBA in Human Resources ( Mandatory )

Preferred:

- HR certification (SHRM-CP/SCP, PHR/SPHR)- Preferred

- Experience with HRIS, HR Analytics, employment law

- Industry-specific knowledge [e.g., tech, analytics]