Role Overview:

The HR Business Partner (HRBP) will act as a strategic partner and drive people strategy with business leaders, aligning people initiatives with organizational goals to drive growth in a fast-paced environment. The HRBP will champion employee engagement, performance management, and talent development while overseeing the end-to-end employee lifecycle. By partnering with leadership on workforce planning, resolving grievances, and fostering an inclusive workplace, this role will play a pivotal role in cultivating a positive, high-performing culture.

Key Deliverables:

- HR Strategy & Organizational Design: Partner with business leaders to seed the right culture tenets and lead people strategy to enable long-term organization design and business success. Translate business requirements into effective HR practices, address HR implications of business plans, and deliver people solutions aligned with business objectives.

- Sales Incentive Design & CoE Governance: Design and own incentive structures across Sales in partnership with the Ops CoE. Guide and lead CoE efforts to design, implement, and monitor special projects or initiatives focused on strengthening employer brand and elevating talent.

- Policy Framework & Capability Building: Partner with business stakeholders to evaluate, design, and develop policies, frameworks, and models regarding retention, talent assessment, capability building, and individual development programs. Provide coaching and leadership development for managers around culture setting, performance discussions, and employee development.

- Performance Management & Engagement: Conceptualize and implement employee engagement programs. Facilitate the performance management process and compliance including goal setting, project exit reviews, mid-year performance reviews and feedback, and annual review processes. Fix, implement, and ideate agile HR processes and agile org design.

- Rewards & Recognition (R&R) Management: Manage employee R&R programs, coordinate with functions, process quarterly nominations, obtain approvals, and organize R&R events. Manage employee expectations and change management regarding total rewards philosophy.

- Employee Lifecycle & Proactive Retention: Identify and act on flight risk cases, conduct exit interviews, analyze exit feedback and trends for the Business Unit, and proactively design retention strategies. Collaborate with the larger HR team to implement candidate engagement and onboarding processes to ensure a positive employee experience.

- Strategic Stakeholder Management & External Talent Pipeline: Actively collaborate with internal and external teams to create success, navigating relationship dynamics in a high-growth, agile environment. Partner strategically with business leaders to lead effective change management, new initiatives, and critical conversations. Build external talent pipelines by engaging high-profile talent or leaders and participating in forums to promote the organization as an employer of choice.

Skills & Capabilities Required:

- Qualifications & Professional Background: MBA or Post-Graduate degree in Human Resources or a related field from a recognized business school with 5+ years of progressive HRBP experience, preferably across dynamic, fast-paced industries such as Fintech, Tech, or high-growth startups.

- Core HRBP Expertise: Proven track record as an HRBP with a deep understanding of employee lifecycle management, talent management, performance frameworks, and organizational design.

- Communication & Executive Stakeholder Management: Excellent communication, interpersonal, and negotiation skills with a demonstrated ability to partner closely with C-suite and executive leadership.

- Analytical & Data Management: Strong analytical skills with hands-on experience in HR data management, metrics, and executive reporting.

- Compliance & Grievance Resolution: Familiarity with employment laws, regulatory compliance, and effective grievance handling processes with high confidentiality and care.

What Success Looks Like in This Role:

- Organizational Culture & Employer Brand: Strong, positive organizational culture and positioning as an Employer of Choice.

- Employee Retention & Engagement: High employee engagement levels and measurable improvement in retaining key talent through proactive retention strategies.

- Business Productivity & Resource Optimization: Increased overall business productivity, performance alignment, and efficient utilization of human resources.