Job Title: Lead HR Business Partner
Location: Pune, India (Global Role)
Level: Senior Individual Contributor
Job Summary
The Lead HR Business Partner (HRBP) is a strategic, hands-on global partner who works closely with senior leaders across regions to drive people strategies that support business objectives in a fast-paced, evolving environment. This role serves as a trusted advisor to global client groups, partnering extensively with U.S.-based leaders and HR counterparts to ensure alignment, consistency, and scalability of people programs worldwide. The role is based in the Pune office and requires regular in-person collaboration, with an expectation of working from the office.
Blending strong business acumen with deep HR expertise, the Lead HRBP influences organizational design, workforce planning, talent strategy, and leadership effectiveness across geographies. This is not a purely strategic or high-level advisory role. The Lead HRBP is expected to roll up their sleeves, get into the details, and personally drive executionsupporting managers with offboarding, performance processes, employee relations, and change initiatives while ensuring timelines, deliverables, and business commitments are met. Success in this role requires comfort operating across time zones, cultures, and matrixed teams, as well as the ability to manage competing priorities, push for follow-through, and hold leaders accountable in a dynamic environment.
Bottomline: This role requires a strong executor mindsetsomeone who is comfortable moving between strategy and day-to-day delivery, and who takes ownership for ensuring work gets done, not just advised.
Key Responsibilities
Strategic & Global HR Partnership
- Serve as a primary HR advisor to senior leaders across global client groups, including close partnership with U.S.-based leaders and HR counterparts.
- Influence workforce planning, organizational design, and talent strategies that support both regional and global business priorities.
- Navigate complex, ambiguous business challenges by evaluating multiple variables and proposing pragmatic, scalable people solutions.
- Act as a change agent, leading and supporting global change initiatives through clear communication, stakeholder alignment, and strong execution.
- Partner closely with global HR Centers of Excellence (COEs) to design, adapt, and implement programs that are globally aligned while locally relevant.
- Operate as a hands-on HR partner, directly supporting execution of people programs, including performance cycles, offboarding, employee relations actions, workforce changes, and leadership transitions.
- Own execution and follow-through, driving timelines, deliverables, and leader accountability for people initiatives.
- Ensure consistent, timely execution of HR processes by partnering closely with managers and intervening when progress, quality, or deadlines are at risk.
- Get into the details when needed, including documentation, coordination with HR Operations and Legal, and follow-through on sensitive or time-bound actions.
- Balance strategic advisory responsibilities with day-to-day execution in a high-volume, fast-paced environment.
Talent Management & Leadership Development
- Lead end-to-end performance management processes, ensuring consistency, accountability, and alignment across regions.
- Coach and advise people leaders on performance, feedback, development, and leadership effectiveness in diverse cultural contexts.
- Partner with Learning & Development to identify skill gaps and deliver targeted leadership and capability-building initiatives.
- Drive succession planning and performance calibrations to ensure readiness for key roles globally.
Employee Relations & Engagement
- Serve as a trusted advisor on complex employee relations matters, balancing legal, cultural, and business considerations across geographies.
- Support leaders in navigating sensitive issues with sound judgment, empathy, and a solutions-oriented mindset.
- Lead or support global engagement and retention initiatives informed by data, feedback, and business needs.
- Foster a high-performance, inclusive culture that supports engagement, accountability, and growth.
Data-Driven Decision Making & Influence
- Analyze HR and people metrics to identify trends, risks, and opportunities at both regional and global levels.
- Translate data into actionable insights and recommendations for senior leaders.
- Influence decision-making through clear, tailored communication with executives, managers, and cross-functional partners.
- Build credibility and trust through proactive communication, strong follow-through, and consistency across regions.
Requirements
- Bachelor's degree in Human Resources, Business Administration, or a related field.
- 7+ years of progressive HR experience, including at least 3 years in a senior HR Business Partner role.
- Experience supporting U.S.-based client groups or working closely with U.S. HR and business leaders.
- Proven experience partnering with senior leaders in complex, fast-paced, or high-growth environments.
- Demonstrated ability to operate effectively in a global, matrixed organization with stakeholders across regions and time zones.
- Strong expertise in performance management, employee relations, organizational design, and change management.
- Excellent influencing, relationship-building, and communication skills.
- Proficiency with productivity tools such as Google Workspace and/or Microsoft Office (Docs, Sheets/Excel, Slides/PowerPoint, Calendar, Email)
- Willingness to travel up to 25% to support global teams and leadership collaboration.
Preferred Qualifications
- Experience in technology, SaaS, or high-growth environments.
- Familiarity with global HR practices, regional labor considerations, and cross-cultural leadership dynamics.
- HR certification (e.g., SHRM-SCP, SPHR, or equivalent).
- Demonstrated success leading complex, cross-functional, global people initiatives.
