HR Business Partner

Job Role: HR Business Partner
Experience: 6+ Years
Mode of Work: From Office – 5 days a Week

Key Responsibilities

Partner & Stakeholder Management

• Serve as a trusted HR advisor to business leaders across various functions and regions.
• Collaborate with stakeholders within a global environment to understand organizational objectives and translate them into impactful HR initiatives.
• Contribute to organizational change efforts, workforce planning, and the development and execution of talent strategies.

Performance Management

• Manage the end-to-end performance management cycle, including:
• Objective setting and alignment
• Mid-year and annual reviews
• Performance calibration discussions
• Performance improvement plans (PIPs)

• Ensure the consistent and equitable implementation of performance management processes across all teams.
• Provide coaching and guidance to people managers to enable effective execution of performance discussions, ongoing feedback, and career development conversations.

HR Systems & Data

• Effective utilization of HRIS platforms (SuccessFactors).
• Ensure the accuracy of employee records and apply HR analytics to inform strategic decisions.
• Collaborate with HR professionals and IT departments to drive system integration and optimize process efficiency.

Employee Lifecycle Support

• Advise on employee relations, policy interpretation, and HR best practices. Assist managers with engagement, retention, and development efforts.

Required Skills & Experience

• Proven HR Business Partner experience in mid-to-large organizations
• End-to-end performance management expertise
• Proficiency with HRIS platforms (e.g., SuccessFactors, DarwinBox, Workday)
• Strong stakeholder management in global or multi-country settings
• Comprehensive knowledge of HR best practices throughout the employee lifecycle

Preferred / Add-On Skills

• Demonstrated experience in Recruitment and/or Learning & Development.
• Familiarity with change management or organizational development initiatives.
• Proven ability to perform effectively in dynamic, matrixed environments.

Additional / Value-Add Responsibilities

• Assist with recruitment tasks, which include workforce planning, participating in interview panels, and making hiring decisions.
• Take part in Learning & Development (L&D) programs such as building capabilities, fostering leadership skills, and planning for succession.