Senior HR Business Partner (Sr. HRBP)

Job Title: Senior HR Business Partner (Sr. HRBP)

Company: Tessolve

Location: Bangalore, Electronic city (Work From Office)

Experience: 12 – 15 Years

Employment Type: Full-time

Why Tessolve

At Tessolve, we're not just enabling technology—we're powering the future of innovation. As a leading semiconductor and product engineering company, we are driven by a clear purpose: to help our customers build reliable, high-quality products that shape the world around us. This commitment fuels our passion for excellence, continuous learning, and pushing the boundaries of engineering and quality. We believe in the power of people to drive meaningful change. By embracing diverse perspectives, encouraging bold thinking, and fostering strong partnerships, we create an environment where ideas thrive and impact is real. Our focus on quality, innovation, and collaboration enables us to deliver solutions that matter—across industries and across the globe.

When you join Tessolve, you become part of a growing organization where your contributions directly influence business success, customer outcomes, and the future of technology. It's more than a role—it's an opportunity to make a lasting impact.

Role Description:

The key purpose of the Sr. HR Business Partner is to provide strategic arm to Business Unit in meeting their day-to-day HR requirements. In this role, the HR Business Partner will liaise with the business leaders and managers to introduce specific HR initiatives relevant to business and recommend HR solutions aligned to business objectives. The core HR work includes, but is not limited to, maximizing people capability, providing change leadership, managing end to end employee lifecycle, supporting day-to-day operations as well as proactively engaging in process improvements. HR Business Partner is expected to collaborate with other RMG, OD, HROps and CoE stakeholders to identify and influence changes that will bring improvements to people practices, systems and processes. This role is also expected to drive project management for various HR initiatives including management training and development, succession planning, policy review and implementation. This role will manage headcount of around1000 employees.

• Be the voice of business to suggest HR practices that support business objectives.
• Work collaboratively with internal and external stakeholders to develop and implement innovative programs, processes and solutions.
• Proactive liaison and consultation with business stakeholders to understand the changing needs of the business and to suggest solutions aligned to changing priorities.
• Work with cross functional and centers of excellence to facilitate end to end HR needs for the business pertaining to Talent Management, Performance Management, Talent Acquisition, Employee Relations, Staffing, Succession Planning, Organization Structure and Skills Assessments
• Continually evaluates existing work processes and prospective processes work to ensure the most effective use of resources.
• Audits and recommends updates to HR data and systems in respective portfolio.
• Assists with all audit requests (external & internal) pertaining to employee life cycle.

Key Responsibilities

• Manage end to end employee life cycle including onboarding for new joiners, confirmation, performance appraisals, grievance handling, employee engagement, employee development, employee relations and employee separation.
• Review and analyze business unit data to identify trends and recommend solutions to improve performance, retention, and employee experience (Attrition Analysis, Early Warning Signals, Retention, Engagement levels)
• Assess and ascertain manpower requirements for the business ensuring adequate staff backup to avoid crisis situations and working with hiring team to ensure backfill hiring is completed within agreed timelines.
• Work with managers and employees to address all types of employee relations issues ensuring an unbiased approach in query resolution prioritizing employer employee interests.
• Work with managers to identify bottom quartile employees and coach them to focus on improving performance and create adequate succession pipeline at middle management.
• Proactive inputs to HR verticals on benchmarking requirements seeking internal as well as external market best practice opportunities that will enhance engagement.
• Plan, manage and provide continuous improvements and be actively involved in leadership business reviews, and engage with stakeholders on understanding business objectives both at a strategic and an operational level. This includes involvement in both annual and mid-year processes which focus on performance management and talent development.
• Provide compensation support including compensation bands validation, inputs on promotion recommendations and competency-based resource utilization.
• Create robust communication forums and facilitate interactions between the employees and management on a regular basis.
• Manage exit interviews and support the business in analysing the data and provide innovative solutions to improve retention rates.
• Be the organizational Culture Evangelist & ambassador for the organization

Key Skills & Competencies

• Strong business acumen (engineering/R&D services exposure preferred)
• Stakeholder management & influencing skills
• Data-driven decision-making
• Conflict resolution & employee relations expertise
• Change management & organizational design
• High ownership and execution capability

Qualifications & Experience

• MBA / PGDM in HR from a reputed institute
• 12–15 years of HR experience, with at least 10 –12 years as HRBP
• Experience in IT services / semiconductor / engineering services preferred
• Exposure to managing teams & large engineering workforce