Senior HR Business Partner

Senior HR Business Partner

Description:

Company Background:

At our Client, they're more than a companytheyre a movement. A movement that's pushing the boundaries of what's possible in electric mobility. From engineering Indias most advanced and fastest EV Products to designing The Worlds Most futuristic EVs, they thrive on innovation, audacity, and the relentless pursuit of performance.

Theyre a diverse team of trailblazers, engineers, designers, creatives and visionariesunited by a shared obsession: to craft machines that are not only sustainable but exhilarating.

Here, radical design meets intelligent technology, and every line of code or bolt of hardware brings us closer to reshaping the future of mobility.

Their mission is to accelerate the evolution of mobility across the globe - and theyre just getting started.

Their culture is powered by innovation, integrity, speed, and a relentless drive to be the BEST Bold, Empowering, Stimulating, and Transformative.

Team Reporting to this role - Not immediately

Reports to Head HRBP Commercial and L&D

Job Objective & Key Interactions:

As Senior HRBP, you will act as a trusted advisor and partner to Functional leaders (Sales, after sales, Marketing, Production, operations, and corporate functions), translating business strategy into people strategy. In addition to HRBP responsibilities, you will support Learning & Development, talent growth initiatives and culture interventions, to build a high-performance, future-ready workforce.

Key Roles & Responsibilities:

Strategic HR & Business Partnering:

- Collaborate deeply with function heads (Sales, after sales, Marketing, Production, operations, and corporate functions) to understand business priorities and translate them into people- and organization-level strategies.

- Participate in workforce planning, manpower forecasting, resource planning to ensure functional team has the right talent at the right time.

- Work with COE team to make necessary changes in the system on reporting structure, team structure, or reporting matrix

- Act as a change-champion, driving organizational initiatives (e.g., scale-up, transformation, new project teams), ensuring smooth transitions, change communication, stakeholder buy-in.

Talent Management & Acquisition Support:

- Work with recruiting/Talent-Acquisition teams to understand skill needs, define role requirements, and influence hiring priorities (especially for critical / niche skills).

- Maintain headcount dashboards, attrition tracking, resource utilization, and provide functional Heads with insights on people metrics.

Performance Management & Employee Relations:

- Implement and manage performance management system (PMS), annual reviews, mid-year reviews, promotions, feedback cycles, ensuring timelines and quality standards.

- Guide people managers on performance management, feedback best practices, career conversations, and corrective measures when required.

- Act as a trusted point of contact for employee relations: handling grievances, conflicts, disciplinary matters; ensure fair, consistent, legally compliant resolution.

Learning & Development (L&D):

- Conduct training needs analysis (TNA) in collaboration with business leads, identify skill gaps, and design L&D roadmap aligned to business and growth objectives.

- Conceptualize and implement learning & development programs, technical (for engineers, operations) as well as behavioural, leadership, managerial (for leads, managers).

- Facilitate culture building initiatives, employee engagement, change management, team building, retention programs, rewards & recognition, wellness, etc in consultation with COE Team

Data-Driven Advisory:

- Use HR metrics/data (attrition, engagement, performance trends, resource gaps) to provide insights and shape people strategy and business decisions.

- Serve as a trusted partner to HR Leadership offer recommendations to address people challenges, organization design issues, or culture shifts.

Employee Experience, Engagement & Employer Brand:

- Drive initiatives around employee engagement, inclusion, diversity, wellness, employee satisfaction (surveys, feedback loops, exit / interview analysis).

- Work proactively to build a positive, transparent, inclusive culture aligned with organization values and business mission.

Required Skills / Profile / Education:

- Proven experience: 5 10 years in HR, with at least 24 years functioning as HRBP in a mid-to-large organization or fast-paced startup.

- PG Diploma / Masters in HR, Business Administration, or related discipline. Additional HR certifications (e.g. SHRM-CP/SCP) desirable.

- Strong business acumen & ability to understand business needs, translate into people strategy, and influence without direct authority.

- Excellent communication, stakeholder-management, influencing, and consultation skills, able to work across functions and levels.

- Proficiency in HR data analysis, metrics tracking; comfort with HRIS/HR tools, MS Office / spreadsheet / data-driven insights.

- Exposure to learning & development, talent growth, organizational development, culture building, change management.

- Ability to manage multiple responsibilities (operations, strategic HR, L&D), work independently, and adapt quickly to a dynamic startup environment.