Human Resources Business Partner

Role Overview :
We are seeking an experienced HR Business Partner (HRBP) to work closely with business leaders to drive performance management, employee engagement, grievance handling, and stakeholder relations. The ideal candidate will be a strategic HR leader who ensures a seamless employee experience while supporting business growth through HR best practices.
Key Responsibilities:
Performance Management & Talent Development
Design and implement a performance management framework that drives high performance.
Partner with managers to establish goal-setting, feedback mechanisms, and appraisal processes.
Conduct performance improvement plans (PIPs) for underperforming employees.
Drive career development and succession planning initiatives
Employee Relations & Grievance Handling
Act as a trusted advisor for employees, ensuring fair and consistent resolution of grievances.
Conduct employee investigations and conflict resolution in compliance with company policies.
Build an inclusive, positive work culture by addressing employee concerns proactively.
Implement HR policies and disciplinary procedures
Stakeholder & Business Leadership Management
Work closely with business leaders and key stakeholders to align HR strategies with organizational goals.
Provide HR insights and analytics to support leadership in decision-making.
Partner with business units to drive employee engagement and retention strategies.
Serve as an HR consultant for business units on workforce planning and organizational development.
HR Strategy & Process Improvement
Develop and execute HR initiatives that enhance employee experience and productivity.
Analyze HR metrics and trends to make data-driven decisions.
Implement HR technology solutions to streamline processes and improve efficiency.
Lead change management and organizational transformation projects.
Policy Adherence
Maintain HR documentation and employee records.
Conduct HR audits and risk assessments to ensure compliance.
Key Qualifications & Skills:
Minimum 8 years of HR experience, preferably in performance management, employee grievances, and stakeholder management.
Strong understanding of HR policies and best practices.
Proven experience in handling escalations, resolving conflicts, and conducting HR interventions.
Ability to build strong relationships with leadership and employees at all levels.
Excellent communication, problem-solving, and analytical skills.
Proficiency in HRMS tools, data analysis, and reporting.
Experience in a fast-paced and dynamic work environment

Work arrangement
No