The People department plays a critical role in attracting, developing, and retaining top talent to support the firm's client-focused operations. It manages recruitment, onboarding, performance management, employee engagement, and learning and development programs tailored to a highly skilled workforce. We also ensure compliance with labor laws, foster a positive workplace culture, and align strategies with business goals to drive productivity and client satisfaction.

What's in it for you?

- This is a strategic leadership role at the core of our People function, combining enterprise HR Business Partnering with leadership of the Learning & Development mandate. As a deeply people- centric organization, we place strong emphasis on employee well-being, engagement, capability building, and career growth-and this role will play a critical part in shaping and advancing that commitment.

- As Senior Manager - HRBP & L&D Lead, you will drive initiatives that enhance the end- to-end employee experience, strengthen organizational culture, and build future- ready leadership and skills. You will act as a custodian of people- first practices, ensuring alignment between our values, talent strategy, and business priorities, while embedding a culture of continuous learning and high performance across the organization.

- This role is designed as a key leadership pipeline position within the HR function. It offers a clear, long- term growth path toward leading the Global HR Business Partner function and, over time, assuming broader leadership responsibility across the People function.

- More than an operational role, this is an opportunity to influence organizational direction, design scalable people and learning strategies, and shape the future workforce-helping define what a truly people- first, capability- driven organization looks like.

Key Result Areas:

Strategic Business Partnership & Retention

- Partner with senior business leaders to align people strategy with business objectives, providing insights on workforce planning, talent, and organizational effectiveness.

- Own and drive retention strategy for critical talent and high-impact roles by diagnosing attrition drivers and implementing targeted interventions.

- Strengthen manager capability, career clarity, engagement, and employee experience as core retention levers.

- Lead or contribute to cross-functional HR projects and COE initiatives to deliver measurable business impact.

Learning, Talent & Capability Development

- Own and execute the Learning & Development strategy aligned to current and future capability needs.

- Drive performance management practices to build a high-performance culture.

- Design and deploy leadership and manager development programs, succession-linked capability building, and targeted skill interventions.

- Partner with Talent and L&D teams to enable individual development plans, internal mobility, and future-ready skill building.

Talent Management & Succession Planning

- Lead talent reviews, succession planning, and critical role identification across supported businesses.

- Build leadership pipelines through structured development, assessment, and readiness tracking.

- Integrate retention, development, and succession outcomes into talent decision-making forums.

Organizational Development & Change Enablement

- Support organizational restructuring, scaling initiatives, and business transformations.

- Enable leadership alignment, team effectiveness, and change adoption through targeted interventions and workshops.

- Coach leaders on navigating change while maintaining engagement and productivity.

HR Operations, Employee Relations & Governance

- Ensure smooth and compliant onboarding, induction, and offboarding for a seamless employee lifecycle.

- Oversee accurate payroll inputs and timely sign-off to ensure pay reliability.

- Manage grievance handling and complex employee relations cases within defined TAT, ensuring fairness and compliance.

- Deliver policy awareness sessions and recommend process improvements to strengthen HR governance.

- Support HR audits and statutory documentation to mitigate compliance risks.

People Analytics & Technology

- Leverage HRMS and talent systems to track and visualize key metrics including attrition trends, talent pipelines, and succession plans.

- Provide actionable people analytics and dashboards to enable data-driven decision-making.

- Identify talent risks and opportunities proactively through workforce insights.

Team Leadership & Governance

- Lead, mentor, and develop HRBP and L&D teams to deliver strong business impact.

- Standardize people processes, frameworks, and governance while enabling business-specific customization.

- Manage budgets, vendors, and learning partners effectively.

- Ensure adherence to organizational policies, compliance, and ethical standards.

To be tailor-fit for the above, you need to have,

- Postgraduate qualification in Human Resources, Organizational Development, or Business Management (MBA/PGDM preferred).

- 14+ years of progressive HR experience, including leadership-level responsibility as an HR Business Partner in a mid- size or scaling organization.

- Proven expertise in Learning & Development and retention-focused people interventions, particularly for critical talent segments and leadership roles.

- Demonstrated experience partnering closely with senior and executive leadership in complex, fast- growing, or transformation- led environments.

- Strong hands- on experience across core HRBP charters, including performance management cycles, employee lifecycle management, employee connects, engagement initiatives, succession planning, grievance handling, and wellness programs.

- High proficiency in MS Office tools (Word, Excel, PowerPoint) and experience with reporting, dashboards, and HR analytics tools.

- Solid project management capability, with strong skills in stakeholder engagement, conflict resolution, and people/team leadership.

- Excellent written and verbal communication skills, with the ability to influence, coach, and advise leaders effectively.

- Strong analytical and problem- solving skills, complemented by high interpersonal effectiveness.

- Demonstrated strategic orientation and innovation mindset, with the ability to shape and lead the organization's people and learning agenda.

Hiring Process:

Your interaction with us will include, but not be limited to:

- Technical / HR Interviews

- Assessment

- Finally, our people are our most valuable asset; if you agree with us on this, we would love to meet you!

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