Human Resources Business Partner

Role Summary / Job Purpose

The HR Business Partner – Manager will serve as a strategic partner to business leaders, driving performance governance, talent effectiveness, and employee engagement initiatives across the organization.

This role will anchor the organization's Performance Management & Goal Management (PMGM) framework, ensuring merit-based differentiation, governance discipline, and alignment between business strategy and individual outcomes. The incumbent will also lead structured employee engagement interventions and act as a catalyst for culture building, workforce effectiveness, and organizational capability enhancement.

This is a high-impact individual contributor role with strong strategic accountability.

Key Responsibilities

Performance & Goal Management (PMGM) Leadership

• Drive end-to-end execution of the PMGM framework across assigned functions.
• Ensure structured goal setting, alignment, documentation, and quarterly check-ins.
• Anchor performance differentiation philosophy aligned with meritocracy.
• Lead calibration discussions to ensure fairness, governance, and parity.
• Monitor performance discipline metrics (completion rate, documentation quality, rating distribution).
• Enable managers through structured PMGM training and coaching interventions.
• Strengthen linkage between performance outcomes and rewards.

Employee Engagement & Culture Building

• Design and execute structured employee engagement initiatives.
• Conduct pulse surveys and analyze engagement drivers.
• Translate engagement data into actionable insights for leadership.
• Partner with business to drive culture initiatives aligned to organizational values.
• Address morale risks, retention triggers, and behavioral patterns proactively.

Employee Relations & Governance

• Lead ER case handling with documentation discipline and compliance alignment.
• Ensure adherence to policies, statutory requirements, and governance standards.
• Coach managers on workplace conduct, grievance handling, and corrective actions.

Data-Driven Insights & HR Analytics

• Analyze performance trends, attrition patterns, engagement indicators.
• Build dashboards to provide predictive talent insights.
• Use data to recommend interventions to leadership.

HR Systems & Digital Enablement (SAP SuccessFactors)

• Lead domain-specific SAP SuccessFactors implementation and enhancements.
• Ensure performance module optimization and governance compliance.
• Drive adoption of HR tech platforms for process standardization.

Required Skills

• Strong expertise in Performance & Goal Management frameworks.
• Deep understanding of meritocracy-based reward philosophy.
• Experience in engagement strategy.
• Strong calibration and performance differentiation capability.
• Strong analytical orientation with data storytelling ability.
• High emotional intelligence and conflict resolution capability.
• Project management skills with ability to handle multi-dimensional initiatives.
• Strong facilitation and coaching capability for senior managers.

Tools / Systems / Technical Knowledge

• SAP SuccessFactors
• HR Analytics & Reporting Tools
• Survey and Engagement Platforms

Decision-Making Authority

• Operational decision-making within assigned functions.
• Advisory authority on performance ratings and governance alignment.
• Influence-based decision-making across business units

Problem-Solving Complexity

• Moderate to high complexity involving strategic trade-offs.
• Multi-stakeholder alignment and performance governance decisions.
• Talent risk mitigation and engagement interventions.

Stakeholder Management / Influence

• Senior Leadership
• Business Unit Heads
• Cross-functional Teams
• Employees across levels
• Non-client facing role

Education & Certification Requirements

• Bachelor's in human resource
• Masters in human resource
• Any HR certification would be an added advantage

Experience Requirements

• 6–8 years of progressive HR experience
• Minimum 3–4 years in Strategic HRBP role
• Demonstrated experience in:
• Performance Management & Calibration
• Employee Engagement Strategy
• Organizational Development
• HRIS Implementation (SAP SuccessFactors preferred)
• IT Services / Technology industry exposure preferred