India Lead HRBP - AGM/DGM - 9-16 yrs - IT Services

Strategic Business Partnering -

• Serve as a strategic advisor to business leaders and senior management on all people-related matters, ensuring close alignment between business objectives and HR priorities.
• Translate organizational strategy into effective workforce and talent plans that support business growth, operational excellence, and long-term success.
• Drive workforce planning initiatives and succession planning processes.

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Talent Management -

• Partner closely with Talent Acquisition teams to proactively forecast workforce requirements and ensure timely fulfillment of hiring needs.
• Identify and nurture high-potential employees through targeted development and retention strategies.
• Facilitate talent reviews and succession planning conversations with business stakeholders.

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Employee Relations & Engagement -

• Manage employee relations matters across assigned business units, ensuring fair, consistent, and timely resolution of grievances, disciplinary actions, and workplace concerns.
• Drive employee engagement initiatives and leverage insights from surveys and feedback mechanisms to enhance the employee experience.
• Foster an inclusive, collaborative, and high-performance culture that supports organizational values and business objectives.

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Organizational Development -

• Support organizational change initiatives associated with business transformation, restructuring, mergers and acquisitions, or other strategic programs.
• Collaborate with Learning and Development teams to identify capability gaps and implement targeted learning interventions.
• Lead organizational effectiveness initiatives focused on structure optimization, role clarity, span of control, workforce design, and career framework development.

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HR Operations & Compliance -

• Ensure adherence to applicable labor laws, regulatory requirements, and internal HR policies across all locations.
• Collaborate with Centers of Excellence, including Compensation & Benefits, Learning & Development, and Talent Acquisition, to ensure consistent policy interpretation and implementation.
• Monitor and analyze key HR metrics such as attrition, headcount, productivity, and engagement, providing insights for leadership decision-making.
• Manage annual compensation reviews, promotions, and internal mobility processes within the business unit.

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Leadership & Team Management -

• Provide coaching, guidance, and mentorship to HR Business Partners and HR Generalists supporting the business.
• Actively contribute to leadership discussions, business reviews, and strategic forums by representing the HR perspective and influencing decisions that strengthen organizational capability and business performance.

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