Job Title: HR Business Partner (HRBP)

Department: Human Resources

Experience: 2 - 5 Years

Education: Master's Degree in Human Resources, Business Administration, or a related field

About the Role:

We are looking for a proactive and business-focused HR Business Partner (HRBP) to partner with business leaders and support the organization's people strategy. The ideal candidate will have experience in HR business partnering, talent acquisition, employee engagement, performance management, and employee relations. This role requires someone who can build strong relationships with stakeholders while driving HR initiatives that support business objectives.

Key Responsibilities:

1. HR Business Partnering:

- Partner with business leaders and managers to understand business goals and translate them into effective HR strategies.

- Act as a trusted advisor on people-related matters, providing guidance on organizational effectiveness and workforce planning.

- Support manpower planning and organizational restructuring initiatives.

- Drive talent reviews, succession planning, and career development discussions.

- Identify skill gaps and recommend learning and development initiatives.

- Provide coaching and guidance to managers on people management and leadership practices.

- Ensure alignment of HR initiatives with overall business objectives.

2. Performance Management:

- Drive the end-to-end performance management process, including goal setting, mid-year reviews, and annual appraisals.

- Support managers in conducting effective performance discussions.

- Track performance improvement plans where required.

- Monitor performance metrics and recommend improvement initiatives.

- Partner with business leaders to recognize high-performing employees and develop retention strategies.

3. Employee Engagement & Culture:

- Plan and execute employee engagement initiatives to improve employee satisfaction and retention.

- Conduct employee surveys and analyze feedback to recommend action plans.

- Support diversity, equity, and inclusion initiatives.

- Promote a positive and inclusive workplace culture.

- Organize employee recognition and wellness programs.

- Facilitate communication between employees and leadership.

4. Employee Relations:

- Handle employee grievances and workplace issues in a fair and timely manner.

- Conduct investigations into employee concerns while maintaining confidentiality.

- Advise managers on disciplinary actions and conflict resolution.

- Ensure compliance with company policies and employment laws.

- Support exit interviews and analyze attrition trends to recommend improvements.

5. Talent Acquisition:

- Manage the end-to-end recruitment process for assigned business functions.

- Partner with hiring managers to understand role requirements and hiring priorities.

- Develop sourcing strategies using job portals, LinkedIn, employee referrals, networking, and social media.

- Screen resumes, conduct interviews, coordinate interview schedules, and facilitate hiring decisions.

- Negotiate offers and manage candidate communication throughout the hiring process.

- Deliver an excellent candidate experience from sourcing to onboarding.

- Build and maintain a strong talent pipeline for future hiring requirements.

- Track recruitment metrics such as time-to-fill, quality of hire, offer acceptance ratio, and sourcing effectiveness.

6. HR Operations & Compliance:

- Ensure HR policies and processes are consistently implemented.

- Support onboarding and induction for new employees.

- Maintain employee records and HR documentation.

- Ensure compliance with labour laws and statutory requirements.

- Partner with HR Operations for smooth execution of employee lifecycle processes.

- Maintain confidentiality of employee information.

7. HR Analytics & Reporting:

- Prepare HR dashboards and reports for leadership.

- Analyze recruitment, attrition, engagement, and performance data.

- Present actionable insights to business leaders.

- Monitor key HR metrics and recommend improvement plans.

Required Skills & Competencies:

Technical Skills:

- HR Business Partnering

- Talent Acquisition

- Employee Relations

- Performance Management

- Employee Engagement

- Workforce Planning

- Succession Planning

- HR Analytics

- HR Policies & Compliance

- Recruitment & Stakeholder Management

Behavioral Competencies:

- Strong business partnering and relationship management skills

- Excellent communication and interpersonal skills

- High level of emotional intelligence and empathy

- Strong problem-solving and conflict-resolution abilities

- Ability to influence stakeholders across all levels

- Strong organizational and time management skills

- Ability to work in a fast-paced and dynamic environment

- High level of integrity and confidentiality

- Data-driven decision-making mindset