Human Resources Business Partner

About STL

Transforming billions of lives by connecting the world

STL is a global leader in advanced connectivity solutions, providing end-to-end solutions for building AI-ready infrastructure, FTTx, Rural, Enterprise and Data Centre networks. With manufacturing facilities in North America, Europe and Asia, we deliver our solutions in more than 100 countries. Data Centre & Cloud companies, Telecom operators, Internet service providers and large enterprises collaborate with STL to build their future-ready digital infrastructure. STL's business goals are driven by customer-centricity, R&D and sustainability.

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STL Values

STL, a company, advancing in leaps and bounds, places tremendous emphasis on values. A fundamental ideology is crucial to manoeuvre an organisation towards success. Through a stable value system, STLers are enabling an unprecedented transformation. Not just a digital transformation; it is something as expansive as people and a best-in-class global culture.

• Respect & Empathise
• Hunger to Learn
• Promises Delivered
• Keep it Simple

Role Purpose

The HR Business Partner will work closely with the Corporate HR Head and business/function leaders to support the execution of key people priorities across the organization. The role will be responsible for driving HR processes across the employee lifecycle, including performance management, talent management, employee engagement, workforce planning and HR analytics.

The incumbent will act as a trusted HR partner to employees and managers while ensuring effective implementation of organizational HR policies, processes and people initiatives.

What the role entails

1. HR Business Partnering

• Partner with functional leaders and managers to understand business priorities and translate them into people-related actions.
• Act as a point of contact for employees and managers on HR policies, processes and employee-related matters.
• Support the Corporate HR Head on key organizational and people initiatives.
• Build strong relationships with stakeholders and proactively identify people-related concerns and opportunities.

2. Performance Management

• Support the end-to-end annual and mid-year performance management cycles.
• Track completion of goal setting, performance reviews and development discussions.
• Work with managers to identify performance gaps and facilitate appropriate interventions.
• Support promotion, increment and performance calibration processes.

3. Talent Management & Development

• Support talent reviews, succession planning and identification of high-potential employees.
• Coordinate Individual Development Plans (IDPs) and career development initiatives.
• Partner with L&D/COEs to identify capability gaps and facilitate appropriate development interventions.
• Track talent movement, internal mobility and succession readiness.

4. Employee Engagement & Experience

• Drive employee engagement initiatives, surveys and action planning.
• Conduct regular employee connects and gather feedback on employee experience.
• Identify engagement and retention concerns and recommend appropriate interventions.
• Support initiatives aimed at strengthening organizational culture and employee experience.

5. Workforce Planning & Talent Acquisition

• Support annual manpower planning and headcount budgeting exercises.
• Partner with Talent Acquisition teams and hiring managers on critical hiring requirements.
• Participate in HR interviews and support selection decisions, where required.
• Track vacancies, headcount movements and manpower against approved plans.

6. Employee Relations & HR Operations

• Address employee queries and grievances in a timely and confidential manner.
• Guide managers and employees on HR policies and processes.
• Support onboarding, confirmation, transfers, promotions and exit processes.
• Conduct exit interviews and identify trends impacting employee retention.
• Ensure adherence to organizational policies and applicable statutory requirements.

7. HR Analytics & MIS

• Prepare and maintain HR dashboards covering headcount, attrition, hiring, performance, engagement and other key people metrics.
• Analyse HR data to identify trends and provide actionable insights to the Corporate HR Head.
• Ensure accuracy and timely submission of HR MIS and management reports.
• Support HR audits and data requirements for leadership reviews.

8. Corporate HR Projects

• Support organization-wide HR projects related to culture, engagement, talent, policies and process improvement.
• Coordinate with HR COEs and business HR teams for implementation of corporate HR initiatives.
• Identify opportunities for improving HR processes and employee experience.
• Support change management and organizational effectiveness initiatives as required.

What we are looking for in you

We are looking for a proactive and execution-oriented HR professional who wants to build a strong career in HR Business Partnering. The candidate should be comfortable working closely with business leaders as well as employees, have a good understanding of core HR processes, be confident with data and possess the ability to translate people issues into practical HR solutions.

• MBA/PGDM/Master's degree in Human Resources or equivalent qualification.
• Approximately 3–5 years of relevant HR experience, preferably with exposure to HR Business Partnering or Corporate HR.
• Experience across performance management, employee engagement, talent management and HR operations is preferred.
• Experience working in a structured corporate environment will be an advantage.
• Strong stakeholder management and interpersonal skills.
• Good understanding of HR processes and the employee lifecycle.
• Strong communication and influencing skills.
• Analytical mindset and comfort working with HR data and dashboards.
• Good proficiency in MS Excel and PowerPoint.
• Ability to handle employee matters with maturity, sensitivity and confidentiality.
• Strong execution and project management orientation.
• Ability to work independently and manage multiple priorities.
• High level of ownership, initiative and attention to detail.

At STL – Sterlite Technologies Limited, we are proud to be a Great Place to Work® Certified organization, reflecting our commitment to building a culture rooted in trust, collaboration, and high performance. We believe innovation flourishes when people feel empowered, respected, and supported in their growth journey. Here, you'll find opportunities to take ownership, challenge conventions, and contribute meaningfully to global connectivity solutions. If you are driven by impact and inspired by teamwork, you will find STL a truly rewarding place to build your career.