HR Business Partner

The HR Business Partner will act as the strategic people partner for the assigned cluster, owning the employee lifecycle while partnering closely with the Cluster Head on people, workforce, and organizational decisions.

The role requires a strong understanding of the cluster's business model, delivery environment, workforce economics, and commercial drivers. The HRBP will use people data and business insights to identify risks, challenge decisions, influence leadership, and translate people priorities into measurable business outcomes.

The HRBP will also support organizational growth and change, including workforce scaling, restructuring, role redesign, leadership transitions, and other transformation initiatives.

Requirements

• Required Qualifications & Experience

• Bachelor's degree in Human Resources, Business Administration, Psychology, or a related field.

• Master's/MBA in HR or CIPD/SHRM certification preferred.

• 5–7 years of progressive HR experience, including at least 2 years in a business-facing HRBP or HR Generalist role supporting a defined business unit.

• Experience in IT services, software, technology consulting, or another high-growth/high-attrition environment strongly preferred.

• Experience supporting organizational scaling, restructuring, transformation, or change initiatives.

• Strong understanding of workforce planning, employee relations, performance management, and talent management.

• Proficiency with HRIS platforms and people analytics.

• Ability to interpret people data and translate it into business insights and recommendations.

• Strong stakeholder management, influencing, coaching, conflict management, and communication skills.

• Demonstrated commercial/business acumen and ability to connect people decisions with business outcomes.

Key Responsibilities

1. Employee Lifecycle Ownership

• Own the complete employee lifecycle from pre-boarding through exit.
• Manage onboarding, 30/60/90-day check-ins, probation, confirmation, transfers, promotions, and role transitions.
• Ensure accurate employee records and timely coordination with HA Operations.
• Conduct structured exit interviews and convert findings into actionable insights.

2. Business Partnering & Commercial Acumen

• Develop a strong understanding of the cluster's business model, clients, projects, delivery structure, and market context.
• Understand key commercial drivers including revenue, margins/CM, billing, utilization, bench, workforce cost, productivity, and client demand.
• Partner with Cluster leadership on workforce, headcount, organization structure, and role design decisions.
• Connect people's recommendations with business and financial outcomes.
• Challenge decisions constructively where people, organizational, or business risks exist.

3. Workforce Planning & Talent Intelligence

• Translate business pipeline and demand into workforce requirements.
• Forecast skills and headcount needs and identify capacity gaps or surplus.
• Proactively partner with Talent Acquisition on hiring priorities and workforce plans.
• Support intelligent bench management and workforce deployment.
• Identify critical roles and talent dependencies within the cluster.

4. Performance & Productivity Management

• Partner with leaders to establish meaningful goals and performance expectations.
• Identify high performers, low performers, and productivity risks.
• Coach managers on performance conversations and improvement plans.
• Facilitate PIPs where required and ensure appropriate documentation.
• Connect individual performance and productivity with cluster outcomes.

5. Talent Management & Succession

• Identify critical talent, flight risks, successors, and emerging leaders.
• Develop retention, development, mobility, and succession plans.
• Identify capability gaps and translate them into learning requirements.
• Reduce organizational dependency on individual employees through succession planning.

6. Employee Relations & Organizational Judgement

• Act as the first point of contact for employee grievances, conflicts, and workplace concerns.
• Handle disciplinary matters, policy breaches, PIPs, and sensitive employee cases with sound judgement.
• Conduct fair and documented investigations and recommend appropriate actions.
• Differentiate between individual, managerial, and systemic people issues.
• Escalate high-risk or legally sensitive matters appropriately.

7. Retention, Engagement & Employee Well-being

• Own cluster-level attrition and identify regretted attrition, flight risks, and turnover hotspots.
• Conduct stay conversations with critical talent.
• Lead engagement surveys and translate findings into measurable action plans.
• Monitor employee well-being, burnout risks, and psychological safety.
• Promote an inclusive environment and equal development opportunities.

8. Data & People Analytics

• Maintain and present a monthly people dashboard covering headcount, attrition, engagement, hiring, performance, and risk indicators.
• Analyse people data to identify trends, risks, and business implications.
• Connect people metrics with productivity, workforce cost, utilization, and business outcomes.
• Present data-driven insights and clear recommendations to senior stakeholders.

9. Change & Organizational Effectiveness

• Support the cluster through restructuring, workforce scaling, reorganizations, and transformation initiatives.
• Partner with leadership on team design, spans/layers, role clarity, and organizational effectiveness.
• Assess people's impact before organizational changes are implemented.
• Support change communication, adoption, and employee transition.

10. Communication, Coaching & Leadership Advisory

• Coach Cluster Heads and Team Leads on feedback, performance, retention, conflict, and team dynamics.
• Build credibility and influence without direct authority.
• Facilitate difficult conversations and help leaders make informed people decisions.
• Act as a trusted advisor rather than an HR process facilitator.

11. Policy, Compliance & Governance

• Act as the cluster's authority on HR policies and ensure consistent application.
• Maintain audit-ready documentation for employee relations, exits, PIPs, and other sensitive cases.
• Identify policy gaps and provide structured recommendations to central HA.

12. Partnership with Centres of Excellence

• Talent Acquisition: Provide workforce plans, role clarity, hiring priorities, and participate in hiring decisions.
• Rewards & Compensation: Provide business context for compensation and retention decisions.
• L&D / Talent Management: Translate capability gaps into relevant development interventions.
• HR Operations: Ensure accurate employee data, timely transactions, and reporting.