HR Business Partner

Department: Human Resources
Designation: HR Business Partner (HRBP)
Location:  Noida , Sector 65
Reporting To: Head – Human Resources / CHRO
Experience: 5–8 years
Employment Type: Full-time

About the Role

We are looking for an experienced HR Business Partner (HRBP) to work closely with business leaders and managers to align people practices with business objectives. The HRBP will act as a strategic and operational partner, supporting workforce planning, performance management, talent development, employee relations and organisational effectiveness.

Key Responsibilities

1. Business Partnering

• Partner with business heads and managers to understand business priorities, workforce requirements and people-related challenges.

• Provide HR guidance and support on people matters, organisational changes and employee-related decisions.

• Act as a trusted HR point of contact for the assigned business functions.

2. Performance Management

• Drive the performance management process, including goal setting, KRAs/KPIs, periodic reviews and annual appraisals.

• Partner with managers to identify performance gaps and support appropriate improvement plans.

• Ensure alignment between individual performance and business objectives.

3. Employee Relations

• Address employee concerns, workplace issues and grievances in a fair and structured manner.

• Support managers in handling disciplinary matters, attendance concerns and behavioural issues.

• Ensure consistent application of company policies and processes.

4. Talent Management & Development

• Identify critical talent, high performers and potential successors in partnership with business leaders.

• Support talent reviews, succession planning and career development initiatives.

• Identify training and development needs and coordinate with the L&D team.

5. Workforce Planning & Organisation Development

• Support manpower planning based on business requirements and workforce productivity.

• Work with business leaders on organisation structure, role clarity and resource optimisation.

• Provide HR inputs during restructuring, expansion and other organisational changes.

6. HR Policies & Processes

• Ensure effective implementation of HR policies and processes across the assigned functions.

• Identify gaps in existing HR practices and recommend improvements.

• Ensure compliance with company policies and applicable employment regulations.

7. HR Analytics & MIS

• Track and analyse people metrics such as attrition, absenteeism, headcount, performance and workforce costs.

• Prepare periodic HR reports and provide insights to business leaders for decision-making.

• Use HR data to identify trends and recommend corrective actions.

8. Employee Experience & Culture

• Drive initiatives that strengthen communication, collaboration and workplace culture.

• Facilitate regular manager-employee interactions and identify areas requiring HR intervention.

• Support change management and organisation-wide HR initiatives.

Key Skills & Competencies

• Strong business partnering and stakeholder management skills

• Excellent communication and interpersonal skills

• Strong understanding of HR processes and employment practices

• Performance management and talent management expertise

• Employee relations and conflict-resolution skills

• Strong analytical and problem-solving abilities

• Ability to influence and work effectively with senior stakeholders

• Good understanding of HRMS and HR analytics

• Strong execution and ownership mindset

Education & Experience

• MBA / PGDM in Human Resources or equivalent qualification.

• 4–8 years of relevant HR experience, preferably with experience in an HRBP or business-facing HR role.

• Experience in partnering with business leaders and managing multiple stakeholders.

• Exposure to performance management, employee relations, talent management and workforce planning.

Key Success Measures

• Effective HR partnership with business leaders

• Timely resolution of employee and people-related matters

• Successful execution of PMS and talent initiatives

• Improved workforce productivity and retention

• Effective manpower planning and cost optimisation

• Compliance with HR policies and processes

• Quality and accuracy of HR reporting and insights