About this role
Director HRBP Technology
About the role
Talent Bar and Talent Density ● Raising the talent bar across Product, Analytics, Engineering and Data by partnering closely with hiring managers and Talent Acquisition on role design, calibration and interview rigour. ● Building a clear and honest view of talent density across the function: knowing where the strength sits, where the gaps are and what it will take to close them. ● Driving internal development, mobility and succession so critical roles have credible internal successors and not only external pipelines. ● Owning workforce planning for Tech, keeping headcount, skills and structure aligned to the product and engineering roadmap.
Employee Experience and Org Connectedness ● Shaping how people experience Licious through continuous listening: surveys, skip levels, focus groups and the informal channels that surface the real signal. ● Translating listening data into action plans with named owners, clear timelines and follow through ● Partnering on rituals, forums and communication that keep Tech connected to the business, the consumer and the product.
Leadership Ecosystem and Capability Building ● Building the leadership ecosystem Licious needs to execute and scale: identifying, developing and coaching managers and senior leaders across Tech. ● Keeping the organisation transformation ready by anticipating structure, capability and culture needs ahead of time rather than reacting to them.
COE Ownership ● Owning a company wide COE mandate alongside the HRBP charter, with Performance Management being a strong possibility. ● Building or reshaping the performance philosophy, cycle design, calibration approach and the manager enablement that has to go with it. ● Driving adoption across business units, holding a consistent bar and making the process something managers find genuinely useful. ● Measuring the impact of the COE charter through data and improving it every cycle.
Business Partnership and Culture ● Partnering with Tech leadership as a real thought partner on org design, capability, culture and business priorities. ● Using people data to spot attrition risk, engagement dips and structural issues early, and bringing solutions rather than dashboards.
We hope that you.. ● Bring 8 to 12 years of HR experience with strong HRBP depth, including meaningful time partnering Product, Engineering, Analytics or Data teams. ● Bring real COE experience, ideally Performance Management, whether that meant building a framework from scratch or fixing one that had stopped working. ● Are comfortable with ambiguity, and can hold a team steady while the org around it is still taking shape. ● Have used listening mechanisms seriously: you know how to run them, how to read what they are really saying and how to convert them into visible action. ● Are data fluent and can build a case with numbers in a room full of analytical people who will ask you exactly where the number came from. ● Bring a strong bias for execution: you build, ship, measure and improve instead of waiting for the perfect plan. ● Are excited about building the people engine for a brand that is changing how India eats, and are ready to be hands on to do it.
Must-have skills
HR Business PartneringTechnology
Good-to-have skills
HRBP
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Director HRBP Technology at altaa vistaa business…