Human Resources Business Partner (HRBP)

Job Title: Human Resources Business Partner

Department: Human Resources
Reports To: Head – Talent, Performance, OD & HRBP
Employment Type: Full-Time

Purpose of the Role

The HR Business Partner (HRBP) is a strategic partner to business leaders, driving organizational effectiveness, leadership capability, talent outcomes, and employee experience. The role translates business priorities into people strategies that build high-performing teams, strengthen organizational capability, and enable business growth.

Key Responsibilities

Strategic Business Partnering

- Partner with business leaders to understand business priorities, challenges, and growth plans, translating them into actionable people strategies.
- Provide counsel and challenge leaders on organization design, workforce planning, talent decisions, and team effectiveness.
- Leverage people insights and data to influence business decisions and drive organizational outcomes.
- Act as a change partner, supporting organizational transformation, restructuring, and business growth initiatives.

Talent Management & Leadership Development

- Lead talent review, succession planning, and identification of key talent.
- Partner with leaders to build robust talent pipelines for critical roles.
- Build leadership capability through coaching, feedback, and development interventions.
- Drive interventions to strengthen leadership capability and organizational performance.

Performance, Learning & Culture

- Drive the performance management cycle, ensuring quality goal setting, meaningful feedback, and differentiated performance outcomes.

- Embed a high-performance culture through continuous performance conversations and accountability.




- Partner with leaders to drive culture-building initiatives and reinforce employee experience priorities.

- Strengthen organizational capability by partnering with leaders to identify development needs, accelerate critical skills, and foster a culture of continuous learning.

Employee Engagement & Experience

- Develop and execute action plans to improve engagement, inclusion, and employee experience.
- Support leaders in creating highly engaged, motivated, and productive teams.
- Partner with employees and managers to address workplace concerns in a timely and constructive manner.

Employee Relations & Governance

- Provide guidance on employee relations matters, including conflict resolution, disciplinary actions, investigations, and grievance handling.
- Ensure HR practices are compliant with labor laws, company policies, and governance frameworks.
- Manage sensitive employee situations with discretion, fairness, and sound judgment.
- Mitigate people-related risks through proactive interventions and stakeholder management.

HR Program Execution

- Drive effective execution of key people processes, including performance management, talent reviews, succession planning, promotions, rewards, engagement initiatives, and workforce planning.
- Partner with HR Centers of Excellence (Talent Acquisition, Learning & Development, Rewards, HR Operations,



etc.) to deliver integrated people solutions.
- Ensure seamless employee lifecycle management from onboarding to exit.

People Analytics & Insights

- Analyze people metrics and trends including attrition, engagement, diversity, performance, productivity, and talent movement.
- Use data-driven insights to identify business risks and opportunities and recommend appropriate interventions.
- Build leader capability to understand and leverage people analytics for decision-making.

Key Competencies

- Robust business acumen and ability to align people strategies with business priorities.
- Ability to influence, coach, and build credibility with stakeholders across levels.
- Expertise in talent management, performance management, succession planning, and organizational development.
- Skilled in driving change, solving complex people challenges, and managing ambiguity.
- Data-driven mindset with strong analytical and decision-making capabilities.
- Excellent communication, collaboration, and stakeholder management skills.
- Ability to work effectively across functions and deliver results in a fast-paced environment.

Qualifications & Experience

- Postgraduate degree in Human Resources, Business Administration, Organizational Psychology, or a related field.
- 6+ years of progressive HR experience, with significant experience in an HR Business Partnering role.
- Exposure to talent management, performance management, employee relations, organization development, and change management initiatives.
- Experience in retail, consumer, fashion, FMCG, manufacturing, or other fast-paced business environments will be preferred.

📌 Hrbp (India)
🏢 Arvind Lifestyle Brands
📍 India