Human Resources Business Partner

Job Title: HR Business Partner (HRBP)/ Corporate HR

Experience: 10+ Years Experience

Qualification: MBA

Location: Mumbai

Key Responsibilities

1. HR Business Partnering & Strategic Advisory

• Act as a strategic HR partner to business leaders, aligning people strategy with business objectives.
• Advise leaders on workforce planning, talent risks, succession readiness, and organizational capability.
• Enable a culture of performance, feedback, accountability, and continuous development.

2. Talent Management & Succession Planning

• Lead enterprise and function-level talent reviews, potential assessments, and succession planning.
• Identify critical roles, successor pipelines, readiness levels, and capability gaps.
• Drive HiPo identification, career pathways, and Individual Development Plans (IDPs) for key talent.

3. Capability Building & Competency Development

• Design and maintain enterprise-wide competency frameworks, role capability models, and skill matrices.
• Conduct capability assessments to identify current vs. future workforce needs.
• Partner with leaders to define future skills, digital capabilities, and behavioural competencies.

4. Learning & Development Strategy & Execution

• Build and execute the annual L&D strategy aligned to business priorities and talent outcomes.
• Conduct Training Needs Analysis (TNA) at organizational, functional, and individual levels.
• Drive leadership development programs, functional academies, and enterprise learning pathways.

5. Learning Program Design, Delivery & Governance

• Design and facilitate leadership, managerial, behavioural, and functional learning programs.
• Drive onboarding programs, manager capability initiatives, and performance enablement workshops.
• Oversee LMS administration, learning content governance, compliance documentation, and learning ROI.

6. Compensation & Benefits

• Partner with leadership on compensation planning, pay benchmarking, and rewards philosophy alignment.
• Support annual compensation cycles including salary reviews, incentives, and bonus administration.
• Analyse compensation data to ensure internal equity, market competitiveness, and cost effectiveness.
• Support benefits design, policy governance, and employee communication on rewards programs.

7. Talent Insights, Performance & Engagement Enablement

• Strengthen performance management by enabling goal alignment, feedback, coaching, and development conversations.
• Lead employee engagement initiatives, career conversations, and retention interventions for critical talent.
• Track and present talent analytics including succession readiness, HiPo progress, learning impact, capability gaps, and rewards insights to leadership.

Interested candidates apply at [Confidential Information]