About Inspire Brands:
Inspire Brands is disrupting the restaurant industry through digital transformation and operational efficiencies. The company's technology hub, Inspire Brands Hyderabad Support Center, India, will lead technology innovation and product development for the organization and its portfolio of distinct brands. The Inspire Brands Hyderabad Support Center will focus on developing new capabilities in data science, data analytics, eCommerce, automation, cloud computing, and information security to accelerate the company's business strategy. Inspire Brands Hyderabad Support Center will also host an innovation lab and collaborate with start-ups to develop solutions for productivity optimization, workforce management, loyalty management, payments systems, and more.
Position Overview:
The Human Resources Business Partner (HRBP) serves as a strategic partner to leaders and employees across Non-Technology Functions, providing guidance and support on all people-related matters. The role is responsible for aligning people strategies with business objectives, driving talent and organizational effectiveness initiatives, strengthening employee engagement, managing employee relations, and ensuring compliance with company policies and employment regulations.
The HRBP will work closely with regional and global business leaders to build high-performing teams, support organizational growth, and enhance the employee experience while fostering a culture aligned with company values
Education:
- Master's degree or MBA (HR) preferred.
Experience:
- 6-8 years of progressive HR experience, including business partnering experience.
Key Responsibilities:
Strategic Business Partnership:
- Serve as the primary HR advisor to assigned business leaders and management teams.
- Partner with leaders on organizational strategy, workforce planning, team effectiveness, and succession planning.
- Provide data-driven recommendations to support business growth, productivity, and talent decisions.
- Drive change management efforts related to organization, process, and business transformation initiatives.
Performance Management:
- Drive performance management processes including goal setting, mid-year reviews, annual reviews, and calibration discussions.
- Coach leaders on performance conversations and feedback practices.
- Support development and execution of Performance Improvement Plans (PIPs).
- Ensure fair, consistent, and objective performance management practices across business functions.
Employee Relations:
- Serve as a trusted advisor on employee relations matters and workplace concerns.
- Conduct fact-finding interviews and investigations related to employee complaints, policy violations, and workplace conflicts.
- Partner with Legal, Site HR, and business leaders to resolve employee concerns effectively and consistently.
- Coach leaders on managing difficult conversations and employee issues.
Employee Engagement & Culture:
- Analyze engagement survey results and partner with leaders to develop action plans.
- Facilitate focus groups, listening sessions, and employee feedback forums.
- Monitor engagement trends, attrition indicators, and employee sentiment to proactively identify risks.
Talent Acquisition:
- Partner with business leaders to identify hiring needs, facilitate position requisitions, and ensure alignment with approved workforce plans.
- Work closely with Talent Acquisition teams to drive timely fulfilment of open positions, monitor hiring progress, address bottlenecks, HR interviews and ensure a positive candidate and hiring manager experience.
Talent Management & Succession Planning:
- Lead talent review and succession planning discussions to assess organizational capability and leadership pipeline.
- Partner with leaders to create development plans and career progression pathways.
- Identify talent-related risks and drive targeted retention plans that balance business needs, organizational objectives, and regional dynamics.
Compliance & HR Governance:
- Ensure compliance with company policies, employment legislation, and regulatory requirements.
- Interpret and communicate HR policies and processes to leaders and employees.
- Support audits, statutory compliance reviews, labor law requirements, and regulatory reporting.
