Role Overview:

We are looking for an experienced HR Business Partner - International Business to partner with business leaders and regional stakeholders in driving people strategies that support business growth and organisational effectiveness.

The role will be responsible for translating business priorities into effective HR interventions across assigned international markets, with a strong focus on strategic business partnering, talent management, performance management, workforce planning, employee engagement, organisational development, employee relations, HR analytics, and change management.

The ideal candidate should be comfortable working in a multi-geography and matrix environment, influencing senior stakeholders, and balancing global HR practices with market-specific business requirements.

Key Result Areas (KRAs):

1. Strategic HR Business Partnering:

- Partner with business leaders to understand business objectives, growth plans, workforce requirements, and organisational challenges.

- Translate commercial and business priorities into relevant people strategies and HR initiatives.

- Act as a trusted HR advisor to leaders and managers on people-related decisions.

- Provide strategic inputs on organisation structure, workforce planning, talent priorities, and organisational effectiveness.

- Proactively identify people-related risks and opportunities and recommend appropriate interventions.

2. Talent Management & Workforce Planning:

- Drive talent management initiatives across assigned business functions/markets.

- Partner with leadership teams on workforce planning based on business growth and future capability requirements.

- Identify critical talent, high-potential employees, and key positions.

- Support succession planning and career development initiatives for critical roles.

- Conduct periodic talent reviews and provide actionable insights to business leaders.

3. Performance Management:

- Own and facilitate the end-to-end performance management cycle.

- Drive goal setting, performance reviews, calibration, feedback, and development planning.

- Partner with managers to improve performance management effectiveness and accountability.

- Identify performance gaps and support managers in developing appropriate improvement plans.

- Promote a high-performance culture aligned with business objectives.

4. Employee Experience & Engagement:

- Design and implement employee engagement and recognition initiatives across assigned markets.

- Analyse employee feedback and engagement trends and translate insights into actionable initiatives.

- Drive initiatives focused on employee experience, retention, wellbeing, and organisational culture.

- Strengthen employee communication and ensure effective implementation of HR initiatives.

- Partner with business leaders to build an inclusive, collaborative, and high-performance work environment.

5. Employee Relations:

- Act as a trusted point of contact for employee relations matters and workplace concerns.

- Coach managers on handling employee issues, performance concerns, and workplace situations effectively.

- Ensure timely and appropriate resolution of employee grievances.

- Promote fair, consistent, and compliant people practices across markets.

- Identify recurring employee relations issues and recommend preventive measures.

6. International HR & Stakeholder Management:

- Build strong relationships with regional, international, and cross-functional stakeholders.

- Ensure consistency in HR policies and practices while adapting them to local market requirements.

- Work effectively within a matrix organisation and influence stakeholders across different geographies.

- Coordinate with regional HR teams and business leaders to ensure seamless execution of people initiatives.

- Understand cultural and market-specific differences and incorporate them into HR interventions.

7. HR Compliance & Governance:

- Ensure adherence to applicable labour laws, statutory requirements, company policies, and HR governance frameworks across assigned markets.

- Partner with relevant internal and external stakeholders to address compliance-related matters.

- Ensure HR processes and employee practices are aligned with organisational policies and local regulations.

- Support HR audits and compliance reviews wherever required.

8. HR Analytics & Business Insights:

- Leverage HR data and workforce metrics to support business decision-making.

- Track key people metrics including headcount, attrition, absenteeism, employee movement, performance, engagement, and workforce trends.

- Develop and maintain HR reports, dashboards, and MIS for leadership review.

- Analyse workforce data to identify trends, risks, and opportunities.

- Provide data-backed recommendations to business leaders.

9. HR Transformation & Change Management:

- Drive HR process improvements and transformation initiatives across assigned markets.

- Support organisational restructuring, change management, and business transformation initiatives.

- Identify opportunities to simplify and improve HR processes and employee experience.

- Partner with leaders to ensure effective communication and adoption of organisational changes.

- Contribute to building scalable and efficient HR practices.

10. Talent Lifecycle Management:

- Oversee and support the complete employee lifecycle across assigned business units/markets.

- Partner with HR and business teams on onboarding, internal mobility, performance management, career development, and offboarding.

- Ensure consistent and positive employee experience at key stages of the employee lifecycle.

- Identify opportunities to improve HR processes and employee touchpoints.

Key Skills & Competencies:

- Strong strategic and commercial business acumen with the ability to connect people strategies with business objectives.

- Strong HR Business Partnering experience with proven stakeholder management capabilities.

- Ability to influence and collaborate with senior stakeholders across multiple geographies.

- Strong knowledge of talent management, performance management, organisational development, employee relations, and change management.

- Understanding of labour laws, statutory compliance, and HR governance.

- Strong analytical and problem-solving skills with proficiency in MS Excel, HR MIS, reporting, and workforce analytics.

- Excellent communication, interpersonal, coaching, and influencing skills.

- Strong ownership, adaptability, and execution orientation.

- Ability to operate effectively in a fast-paced, multicultural, and matrix organisational environment.

Qualifications & Experience:

- MBA / PGDM in Human Resources or an equivalent qualification.

- 5 - 8 years of progressive experience in HR Business Partnering / HR Generalist roles, preferably supporting business functions, regional teams, or international markets.

- Experience in strategic HR partnering, talent management, performance management, employee engagement, and stakeholder management.

- Prior experience working with international teams, emerging markets, or multinational organisations will be an advantage.

- Candidates with strong exposure to managing stakeholders across multiple geographies will be preferred.

Ideal Candidate:

The ideal candidate is a business-oriented HR professional who can operate as a strategic partner to business leaders rather than only as an HR operations specialist. The candidate should be capable of understanding commercial priorities, influencing senior stakeholders, using people analytics to drive decisions, and implementing effective HR strategies across diverse international markets.