Job Description

The purpose of this position is to enable effective HR business partnering by supporting the complete employee talent lifecycle in alignment with organizational needs. The role collaborates closely with business leaders, advocates talent development initiatives, and contributes to creating a sustainable and engaging employee experience while driving organizational effectiveness.

Key Responsibilities

Partner with business leaders to understand talent requirements and develop HR solutions aligned with organizational objectives.
Manage end-to-end employee lifecycle processes, including recruitment, onboarding, performance management, employee engagement, career development, and offboarding.
Design and implement talent development programs to support employee growth, capability building, succession planning, and career progression.
Provide coaching, guidance, and support to managers on HR policies, employee relations matters, performance management, and people management best practices.
Analyze workforce data, people metrics, and trends to identify opportunities and recommend improvements that enhance employee experience and organizational performance.
Collaborate with cross-functional teams to ensure consistent application of HR policies, procedures, and compliance requirements across the organization.
Support organizational change and transformation initiatives by developing communication strategies, managing employee transitions, and driving change adoption.
Contribute to the development, review, and continuous improvement of HR policies, processes, and programs to meet evolving business needs.
Mentor and support junior HR team members, fostering knowledge sharing and capability development within the HR function.
Drive initiatives that strengthen employee engagement, retention, and overall organizational culture.

Qualifications

Education:

MBA or MSW with specialization in Human Resource Management.

Experience:

5 to 9 years of experience as an HR Business Partner (HRBP), managing the end-to-end employee lifecycle, including talent acquisition, onboarding, performance management, employee engagement, talent development, employee relations, and offboarding.
Hands-on experience working with HRIS platforms, preferably SAP HCM/SAP SuccessFactors, including employee data management, reporting, workforce analytics, and HR process administration.
Strong analytical and data management skills with the ability to interpret HR metrics, generate insights, and support data-driven decision-making.
Proficient in Microsoft PowerPoint and Excel, with the ability to prepare impactful presentations, dashboards, reports, and business analyses.
Experience in digitalization, automation, and process improvement initiatives within HR functions will be an added advantage.

Additional Information

Knowledge:

Competent level of knowledge in Human Resource concepts and Practices
Advanced level of knowledge in various HR tools available in the market

Functional Skill :

Proficient level of skill in HR Analytics
Competent level in Influencing, communication and presentation skills
Competent in negotiation skills

IN_RBIN_Assistant Manager/Deputy Manger - HRBP M&SS