Senior HR Business Partner/Human Resource Manager

About the Role:

As an HR Business Partner (HRBP), you will work closely with business leaders to align people strategy with business goals. You will act as a strategic advisor, employee champion, and change agent- driving key initiatives in performance, culture, employee engagement and talent development.

Who you are:

- You possess 6+ years of progressive HR experience working in an IT/tech environment.

- Comfort with ambiguity-you're someone who doesn't wait for instructions but steps in and figures things out.

- Strong emotional intelligence-you listen more than you talk, and people feel safe coming to you.

- High accountability-you own your scope and deliver without needing nudges.

- Collaborative nature- you work well across teams and don't carry an "us vs. them" mindset.

- Ability to balance people-first thinking with business priorities-you're not afraid to take tough calls when needed.

- Well versed with HR systems, tools and analytics (experience with platforms such as Keka, Darwinbox).

- Demonstrate excellent communication, negotiation, and interpersonal skills.

What you'll do:

- Hiring Support

- Participate in interviews for critical roles and help ensure hiring decisions align with culture and values.

- Onboarding & Integration

- Ensure smooth onboarding experiences, from Day 0 to the first 90 days.

- Help new hires integrate with their teams and understand expectations clearly.

- Career Progression & Internal Mobility

- Support performance goal setting, feedback cycles, and regular check-ins.

- Identify development needs and facilitate learning opportunities through internal or external programs.

- Identify and nurture high-potential talent within teams.

- Work with managers on career pathways, growth plans, and succession planning.

- Engagement & Culture Building

- Drive engagement initiatives that actually resonate- team rituals, offsites, 1:1 check-ins.

- Track sentiment, pulse and engagement scores and act on insights meaningfully.

- Rewards & Recognition

- Ensure fair, transparent recognition and reward mechanisms, both formal and informal.

- Collaborate with leadership to build a high-performance and appreciation-driven culture.

- Conflict Resolution & Employee Relations

- Act as a neutral and trusted mediator in resolving conflicts and grievances.

- Ensure fairness, consistency, and confidentiality in handling sensitive issues.

- Exit & Alumni Management

- Run meaningful exit interviews to gather honest feedback and close loops.

- Track attrition trends, identify red flags and help build stronger retention strategies.

- Maintain goodwill with alumni- our brand continues with them, too.

- Compliance & Policy Guidance

- Ensure adherence to HR policies, legal compliance and ethical practices.

- Educate managers and employees on HR policies and best practices.

- Change Management

- Support teams through organizational changes, ensuring smooth communication and minimal disruption.

- Help manage transitions such as role redesign, restructuring, or leadership changes.

- People Analytics & Insights

- Monitor HR metrics (attrition, engagement, performance) to identify trends and recommend solutions.

- Share actionable insights with business stakeholders and HR leadership.

- HR Operations & Administration Oversight

- Maintain HRMS and employee records, manage leave, attendance and payroll inputs.

- Supervise admin functions such as office maintenance, vendor coordination, travel and accommodation, facility management, and supplies.

- Ensure a smooth and efficient office environment that supports employee productivity.

- Oversee payroll coordination and benefit programs.

- Administer the Mediclaim policy (enrollment, claims, renewals) for employees and dependents.