Human Resources Business Partner

Purpose:

Translate overarching business strategy into high-impact people initiatives. The Strategic HRBP acts as a trusted advisor to executive leadership, driving organizational performance, talent readiness, culture, and operational excellence across the entire talent lifecycle.

Key Responsibilities

• Strategic Business Advisory & Org Design: Partner with business leaders to translate commercial priorities into actionable human capital strategies. Advise on organizational design, restructuring, change management, and leadership effectiveness to support business scalability.
• Workforce Planning & Financial Alignment: Collaborate closely with Talent Acquisition and Finance to lead annual and rolling headcount planning, workforce optimization, and budgeting aligned with target operating models.
• Talent Management & Succession Planning: Own the talent review cycle, identifying high-potential talent, designing robust succession benches for critical roles, and driving cross-functional career mobility.
• Capability Building & Learning Interventions: Conduct capability gap analyses across teams and partner with L&D to execute targeted interventions, accelerating functional depth and managerial readiness.
• Performance Enablement & High-Performance Culture: Drive continuous performance management frameworks, coaching people managers on high-value feedback, fair evaluations, and performance turnarounds.
• Engagement, Culture & Retention: Measure and elevate employee engagement and workplace experience. Lead retention strategies and proactive risk mitigation for key and critical roles using attrition diagnostics.
• People Analytics & Governance: Develop strategic HR metrics, dashboards, and predictive insights to inform executive decision-making. Ensure operational consistency, regulatory compliance, and process efficiency across the employee journey

Experience & Background:

• 7+ years of progressive experience as an HR Business Partner, with a dedicated focus on business-aligned people strategy.
• Proven track record within high-growth technology or tech-enabled product companies

Key Competencies & Profile Attributes:

• Executive Presence & Assertive Communication: Highly articulate with the confidence to challenge assumptions, influence business unit heads, and guide difficult talent decisions.
• Analytical Problem-Solving: Grounded in first-principles thinking; adept at translating raw people metrics (attrition, span of control, capacity) into clear, actionable business strategies.
• Stakeholder Orchestration: Demonstrated ability to build trust-based partnerships with cross-functional leaders, navigating matrixed environments with high emotional intelligence and commercial acumen.
• HR Functional Mastery: Deep knowledge of talent management, org design, and local labor frameworks within fast-paced, iterative tech cultures.
• Tooling & Data Storytelling: Advanced proficiency in MS Excel (advanced modeling, data synthesis) and PowerPoint (delivering crisp, narrative-driven leadership decks).