Human Resources Business Partner

Job Description
This is a newly created role at Cyrix Healthcare to strengthen the alignment between business priorities and effective people processes and execution plans within the Service function.
As an HR Business Partner, you will act as a trusted advisor to business leaders, a partner to first and second level managers, an interface between Service and sub-functions within HR and lead and manage the work of branch HR executives, thus playing a critical role in building a high-performing, scalable, and engaged workforce.
Business Context
CYRIX Healthcare is a trusted multi-vendor medical equipment maintenance and management partner and leading healthcare solutions provider. With a strong team of 1200 skilled medtech engineers and technicians, we aim to fulfil our vision of Ensuring Healthy Healthcare Technologies for a Healthier World. With know-how of 6000+ different medical technology maintenance, multi-layer board level technical repair centre, spares & accessory inventories in multiple cities, closer to our customers, we are an X-Factor in Medical Technology Reliability. We are headquartered in Kochi, Kerala, India with PAN-India operations and international presence in UAE, Saudi Arabia, Kuwait etc. We serve 25000+ Hospitals & maintain 550,000 medical devices across India ensuring 98% plus uptime.
Job Summary
In this role you will own the full HR lifecycle for employees within the function. Your responsibilities will include supporting the annual workforce planning process, tracking recruitment, enabling effective functional on-boarding, driving performance management, career development and overseeing employee engagement and exit process management. In addition, you will work on function specific programs such as workforce transitions linked to project ramp-ups or ramp-downs.
A critical part of your role will be to partner with and coach managers to build a high-performance culture. You will work closely with Recruitment, Operations, Training and Service Managers.
Interfaces with: Talent Acquisition, HR Operations, Training, Service Managers, Service Head and MD.
Key Responsibilities
Headcount plan & Recruitment:
o Partner with HRM and leaders on the annual headcount plan and pacing for the year
o Track and drive recruitment in collaboration with the TA team
o Ensure timley hiring, aligned to the quality that is defined for each role.
Onboarding & Integration:
o Enable structured onboarding and functional orientation for new hires
o Track assimilation with 30, 60, 90 day check-ins and the confirmation process
Performance Management & Career Development:
o Partner with business leaders to set clear goals for the annual review period
o Drive the monthly performance management process (KPIs) with clarity and rigour
o Put in place Performance Improvement plans (PIPs) to support weak performers
o Enable career development and internal mobility discussions
Employee Engagement & Retention:
o Conduct regular check-ins and proactively address employee concerns
o Handle any workplace grievances with care and urgency
o Cascade all events at a functional level, encouraging participation at site.
o Reduce voluntary attrition by 10-15% year over year.
Business Partnering & Manager Capability:
o Educate Managers and on the various people processes
o Increase ownership of people processes with managers
HR Process Excellence & Projects:
o Refine the role of Site HR & improve from process coordination to process ownership
o Partner with COEs to implement processes with high consistency and compliance
o Reduce gaps in workflows and processes between the COE teams and Site HR
o Drive function specific projects effectively with the help and alignment of COEs
Key performance Indicators:
Headcount plan & Recruitment: % alignment to annual plan, Average Time to Fill
Onboarding, Engagement & Retention: New hire confirm rate, % of employees covered through listening circles, Voluntary attrition rate.
Performance Management: Average KPI, Rating Spread, etc.
Business Partnering & Managers: Improve quality of people decisions, Reduce escalations
HR Excellence Key Projects: Delivery on key projects and stakeholder feedback
Key Capabilities Required:
Strong Partnering and stakeholder management skills
Ability to balance operational execution with strategic thinking
Clear, structured communication and influencing ability
Comfort with data and ability to derive actionable insights
High ownership, responsiveness, and problem-solving mindset

Work arrangement
No