Human Resources Manager (HRBP-Tech, Product & Finance Teams)

About Affinity

Affinity is pioneering new frontiers in AdTech, developing solutions that push past today's limits and open up new opportunities. We are a global AdTech company helping publishers discover better ways to monetize and enabling advertisers to reach the right audiences through new touchpoints. Operating across 10+ markets in Asia, the US, the UK and Europe, with a team of over 650 experts, we are building privacy-first ad infrastructure that opens up opportunities beyond the walled gardens. We were recently awarded Publisher of the Year by CJ at the CJ Excellence Awards 26.

Role: Manager, HR Business Partner

Location: Mumbai, India

About the Role

This role serves as a strategic HR advisor and enabler for Affinity's internal capability centres, including Technology, Product, Finance, Legal, and other core enabler functions. The HR Business Partner aligns people practices with long-term goals for capability-building, governance, and innovation.

With a focus on team maturity, knowledge capital, and change readiness, the HRBP plays a critical role in ensuring continuity, clarity, and culture across complex, cross-functional environments.

The HR Business Partner supports intellectually and technically intensive teams, many of which operate in matrixed, high-autonomy structures. The role calls for a nuanced approach to culture, growth enablement, leadership partnering, and employee listening, alongside strong alignment with internal systems and compliance rigor.

Key Responsibilities

Strategic Business Partnership

• Serve as an HR sounding board to leaders across Technology, Product, and Enabler Functions.
• Translate operational goals (e.g., new product sprints, audits, internal system transformations) into clear workforce requirements.
• Contribute to strategic resourcing, change enablement, and internal transformation planning.

Workforce Planning & Talent Strategy

• Partner with Talent Acquisition to define quarterly hiring needs, realignment plans, and skill-demand forecasts.
• Lead ongoing org mapping and role-evolution exercises; identify high-potential (HIPO) and low-potential (LOPO) team members and work with managers on targeted interventions.
• Proactively identify capability gaps and align with L&D on focused development interventions.

Culture, Engagement & Listening

• Anchor sentiment deep-dives and thematic feedback loops tailored to functional maturity (e.g., Product retros, Tech town halls).
• Work closely with leadership to articulate team values and a shared identity, especially in hybrid and remote setups.
• Act as a neutral facilitator in team conflict resolution and relationship building.

Performance & Manager Enablement

• Ensure role clarity, OKR/KPI linkage, and manager readiness for performance reviews.
• Foster feedback-rich environments within engineering and product cultures that may otherwise deprioritize structured reviews.
• Coach managers on communication, boundary-setting, and capability acceleration.

Retention & Risk Mitigation

• Maintain a heatmap of retention risks and early attrition indicators across the business group.
• Collaborate with Rewards, Finance, and Operations to co-create interventions such as recognition, compensation realignment, and internal mobility.
• Influence the design of role-level growth paths, internal transfers, and re-scoping initiatives.

Data, Insights & Policy Influence

• Consolidate and present insights to functional leaders on attrition, engagement, and internal talent flow.
• Represent the stakeholder voice in the evolution of HR policy (e.g., flexible work models, internal mobility, upskilling mandates).
• Co-own ESAT surveys and action planning; facilitate cross-functional comparisons and follow-ups.

Success Metrics

• ESAT score trend within the business group
• Percentage reduction in attrition
• Stakeholder feedback (qualitative and survey-led)
• Alignment of hiring plan vs. actuals (in collaboration with TA)
• 100% PMS process completion and timely closure of qualitative OKRs/KPIs
• Incorporation of business feedback into HR policies and practices

Required Skills & Experience

• Currently managing a headcount of 250+ in a Manager / HRBP capacity
• 8+ years in HR Business Partnering (Generalist) roles
• 5+ years supporting Technology teams as an HRBP
• Proven experience managing C-suite stakeholders
• Ability to thrive within a fast-paced, large HR team (20+ members)
• Extensive experience in change and performance management, employee relations, KRA/KPI setting and management for stakeholders, and people analytics
• Experience within a large Tech, AdTech, FinTech, or SaaS organization is essential