Role Overview :
We're looking for a senior HR Business Partner at the Associate Director / Director level, based in Gurgaon, to act as a strategic and trusted advisor to business leadership driving talent strategy, performance management, and employee relations.
This is a high-impact, hands-on role for someone who thrives in a fast-paced tech/startup environment and can balance strategic thinking with day-to-day execution.
Key Responsibilities :
- Partner closely with senior business leaders to understand business priorities and translate them into people strategies that drive performance and retention.
- Own the end-to-end performance management cycle for the business unit :
1. Goal-setting
2. Mid-year/annual reviews
3. Calibration
4. Performance improvement plans
- Drive talent reviews and succession planning, identifying high-potential talent and flight risks in partnership with business leaders.
- Act as the first point of contact for employee relations issues :
1. Conflict resolution
2. Grievance handling
3. Sensitive exits ensuring fair, consistent, and legally sound outcomes
- Provide coaching and guidance to people managers on team structuring, performance conversations, and leadership effectiveness.
- Use people data (attrition, engagement, performance trends) to proactively flag risks and recommend interventions, rather than just reporting metrics.
- Partner with COE teams (Talent Acquisition, Comp & Benefits, L&D) to ensure business needs are reflected in broader HR programs, without owning the design of those programs.
- Lead or support organizational change initiatives :
1. Restructuring
2. M&A integration
3. Culture-building as the business scales
Requirements :
- 12 - 14 years of progressive HR experience, with a significant portion in a dedicated HR Business Partner role (not generalist/HR ops/HR shared services).
- Proven experience supporting mid-to-senior business leaders (Director level and above) in a tech or startup environment.
- Strong, demonstrable experience in employee relations and performance management able to speak to specific cases handled, not just process knowledge.
- Comfortable operating with ambiguity and limited structure, typical of high-growth/startup settings.
- Excellent stakeholder management and influencing skills able to push back on business leaders constructively when needed.
- Data-literate comfortable using people analytics to build a narrative and influence decisions, not just pull reports.
- Prior experience managing or mentoring junior HRBPs is a plus for the Director-level track.
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