Role Overview:

The role will be responsible for partnering with leadership on workforce planning, talent management, performance management, employee engagement, organizational development, succession planning, compensation, employee relations, and HR analytics.

The ideal candidate should be comfortable working in a fast-paced technology/cybersecurity environment and should have the ability to balance strategic HR initiatives with hands-on execution.

Key Responsibilities:

1. Business Partnering

Partner with business leaders and functional heads to understand business priorities, workforce requirements, and people challenges.
Develop and implement HR strategies aligned with organizational and business objectives.
Act as a trusted advisor to managers on people-related matters.
Provide data-driven insights and recommendations to improve organizational effectiveness.
Participate in leadership discussions related to people, culture, and organizational growth.

2. Workforce Planning & Talent Management

Work with business leaders to identify current and future manpower requirements.
Support workforce planning, organizational structuring, and manpower budgeting.
Partner with Talent Acquisition teams for critical and leadership hiring.
Identify critical roles, talent gaps, and succession requirements.
Develop talent development and retention strategies for key employees.

3. Performance Management

Drive the organization's performance management cycle, including goal setting, mid-year reviews, and annual appraisals.
Partner with managers to establish meaningful KRAs/KPIs and performance expectations.
Coach managers on performance feedback, performance improvement plans, and difficult conversations.
Analyze performance trends and recommend corrective actions.

4. Employee Engagement & Culture

Develop and implement initiatives to strengthen employee engagement, collaboration, and organizational culture.
Conduct employee engagement surveys and translate feedback into actionable initiatives.
Monitor employee sentiment, morale, and retention risks.
Design initiatives that promote recognition, employee wellbeing, learning, and inclusion.
Build a strong employee experience across the employee lifecycle.

5. Employee Relations

Act as a point of escalation for complex employee-related matters.
Handle employee grievances, disciplinary matters, workplace conflicts, and sensitive people issues in a fair and consistent manner.
Coach managers on employee relations and policy interpretation.
Ensure HR practices are aligned with applicable employment laws and company policies.

6. Learning & Development

Identify capability gaps in partnership with business leaders.
Support development plans for high-potential and critical talent.
Partner with L&D teams to design functional, leadership, behavioral, and technical development programs.
Promote continuous learning and career development across teams.

7. Compensation & Retention

Partner with HR leadership on compensation reviews, salary benchmarking, promotions, and internal equity.
Identify retention risks and recommend appropriate interventions.
Support annual compensation and promotion cycles.
Monitor market trends and talent competitiveness within the technology/cybersecurity sector.

8. HR Analytics & Reporting

Develop and monitor HR dashboards and people metrics.
Track attrition, retention, headcount, hiring, performance, engagement, absenteeism, and other key HR indicators.
Use HR data and analytics to identify trends and recommend business actions.
Prepare periodic people reports and presentations for leadership.

9. HR Policies & Compliance

Ensure consistent implementation of HR policies and processes across functions.
Partner with HR Operations/HR leadership to maintain compliance with applicable labour and employment regulations.
Support development and continuous improvement of HR policies and processes.

Key Deliverables / Success Measures

Improved employee engagement and retention.
Effective workforce planning and manpower utilization.
Strong performance management and goal alignment.
Reduction in regrettable/critical attrition.
Improved manager capability in people management.
Effective talent development and succession planning.
Timely completion of HR cycles and initiatives.
Actionable HR analytics and business insights.
Strong employee experience across the organization.

Required Qualifications

MBA/PGDM in Human Resources / Personnel Management or equivalent qualification.
5–8 years of progressive HR experience, preferably in a technology, SaaS, IT services, cybersecurity, or high-growth organization.
Strong experience in HR Business Partnering.
Good understanding of performance management, employee engagement, talent management, and employee relations.
Strong knowledge of HR processes, policies, and applicable employment regulations.
Excellent communication, interpersonal, influencing, and stakeholder-management skills.
Strong analytical and problem-solving abilities.
Proficiency in HRMS and Microsoft Excel/Google Sheets; experience with HR analytics tools will be an advantage.

Preferred Experience

Experience partnering with technology/product/engineering teams.
Experience in a fast-growing or startup/scale-up environment.
Exposure to international/global teams and cross-cultural workforce management.
Experience handling organizational restructuring or rapid workforce growth.
Experience with HR dashboards, people analytics, and data-driven decision-making.

Core Competencies

Strategic HR Business Partnering
Stakeholder Management
Talent Management
Performance Management
Employee Engagement
Employee Relations
Workforce Planning
Change Management
Leadership & Influencing Skills
HR Analytics
Problem Solving
Business Acumen
Communication & Presentation Skills

Why Join TAC Security

Opportunity to work with a fast-growing cybersecurity organization.
Exposure to technology, product, sales, and global business teams.
Opportunity to build and influence people practices in a scaling organization.
High-impact role with direct interaction with business and leadership teams.
Opportunity to contribute to building a high-performance and innovation-driven culture.

Application: Interested candidates may apply with their updated CV and a brief summary highlighting their HRBP experience and current responsibilities.

Human Resources Manager