Position Title: Manager – Human Resources Business Partner (HRBP)

Function: Human Resources – Business Partnering & Employee Experience

Location: Ahmedabad, Gujarat

Reports To: CHRO

Role Type: Individual Contributor. Role Overview

Paperchase Accountancy is looking for a results-driven Manager – Human Resources Business Partner (HRBP) to partner closely with business leaders and drive people strategies aligned with business objectives.

The role will act as a strategic HR partner to the assigned business unit, with ownership across the employee lifecycle including workforce planning, performance management, talent management, employee engagement, retention, employee relations and people analytics.

The incumbent will be expected to operate beyond transactional HR activities and provide data-driven, business-focused people solutions that improve employee experience, strengthen organizational capability and support sustainable business growth.

The successful candidate will serve as a trusted advisor to business leaders and managers, helping them make informed people decisions while ensuring strong execution of HR processes and initiatives.

Why This Role

Matters

As Paperchase continues to scale, effective people management is critical to maintaining a high-performing, engaged and stable workforce.

The Manager – HRBP will play a key role in connecting business priorities with people strategies, identifying organizational and talent risks, strengthening employee engagement and ensuring that HR interventions create measurable business impact. Key Responsibilities

- Strategic HR Business Partnering

Partner with business leaders and functional heads to understand business priorities, workforce requirements and organizational challenges.

Translate business priorities into practical and measurable HR strategies and interventions.

Act as a trusted HR advisor to managers and leaders on people-related matters.

Support workforce planning, organization structure, manpower optimization and organization effectiveness initiatives.

Identify people-related risks and proactively recommend solutions.

Provide data-backed recommendations on talent, capability, performance, retention and workforce requirements.

Drive HR initiatives that directly support business growth and operational effectiveness.

2.

Employee

Experience & EVP

Drive initiatives to strengthen employee engagement, connection, motivation and overall employee experience.

Identify opportunities to improve employee lifecycle touchpoints from onboarding through exit.

Support and implement Employee Value Proposition (EVP) initiatives aligned with organizational priorities.

Conduct employee connects, pulse surveys and Voice of Employee initiatives.

Analyze employee feedback and convert insights into actionable improvement plans.

Develop and implement retention strategies for critical and high-risk talent.

Monitor employee experience trends and recommend interventions to improve engagement and retention.

3.

Performance Management

System (PMS)

Own and drive annual and mid-year PMS cycles for the assigned business unit.

Ensure timely completion and quality execution of goal setting, performance reviews and appraisal processes.

Partner with managers to ensure individual goals and KPIs are aligned with business objectives.





Facilitate performance calibration discussions and promote consistency and fairness in performance evaluation.

Identify performance gaps and work with managers to create appropriate improvement plans.

Support promotion, recognition and performance-related decisions through objective data and evidence.

Ensure effective communication and closure of PMS activities.

4.

Talent

Management & HiPo Development

Identify high-potential employees through performance data, talent reviews and regular employee interactions.

Lead talent review discussions and contribute to succession planning for critical roles.

Build development plans and career pathways for high-performing and high-potential employees.

Partner with L&D; to design targeted development interventions.

Track progress and readiness of identified HiPo talent.

Identify future leaders and build appropriate talent pipelines.

Monitor critical talent risks and proactively develop retention strategies.

5.

Talent

Recognition & MVP Identification

Drive a structured framework for identifying and recognizing top performers and critical talent.

Partner with business leaders to identify employees who make a significant contribution to business performance.

Drive recognition initiatives that reinforce high-performance culture.

Develop visibility and retention plans for key and critical talent.

Ensure high performers receive appropriate recognition, development opportunities and career visibility.

6.

Employee

Relations & Engagement

Manage employee concerns, grievances and workplace issues with fairness, confidentiality and professionalism.

Conduct regular employee connects and one-on-one discussions to identify concerns proactively.

Partner with managers to resolve employee relations issues and team-level challenges.

Identify flight-risk employees and develop targeted retention interventions.

Promote a positive, inclusive and high-performance work environment.

Ensure timely closure of employee concerns while maintaining appropriate documentation and governance.

7.

People

Analytics & HR Insights

Develop and maintain HR dashboards and people analytics for the assigned business unit.

Track key metrics including attrition, engagement, performance, talent movement, absenteeism and workforce trends.

Identify patterns and risks through people data and provide actionable recommendations.

Present HR insights and trends to business leaders and senior management.

Use analytics to support workforce planning, retention strategies and talent decisions.

Establish meaningful HR metrics that demonstrate the impact of HR interventions on business outcomes.

8.

Change

Management & Culture

Partner with business leaders on organizational change and transformation initiatives.

Support restructuring, process changes, new ways of working and organizational development initiatives.

Develop communication and employee adoption plans for change initiatives.





Identify employee concerns and resistance during change and recommend appropriate interventions.

Drive culture-building initiatives aligned with Paperchase's values and desired behaviours.

Act as a change champion and ensure effective implementation across the assigned business unit.

9.

Stakeholder

Management

Build strong and credible relationships with business leaders, functional heads and employees.

Work closely with TA, L&D;, HR Operations, Compensation & Benefits and other HR teams to deliver integrated people solutions.

Influence managers and leaders on people decisions through data, business understanding and sound HR judgement.

Balance employee advocacy with business requirements and organizational policies.

Maintain strong communication and governance across all HR initiatives. Education

MBA / PGDM in Human Resources or a related discipline.

Experience

8–12 years of progressive HR experience, with significant experience in an HR Business Partnering role.

Strong experience in partnering with business leaders and senior stakeholders.

Hands-on experience managing PMS cycles, goal setting, performance reviews and calibration.

Experience in employee engagement, employee experience and retention initiatives.

Exposure to EVP and employer branding initiatives.

Strong experience in talent management, HiPo identification and succession planning.

Demonstrated experience handling employee relations, grievances and conflict resolution.

Experience building and interpreting HR dashboards and people analytics.

Experience working in fast-paced, high-growth, matrixed or client-facing organizations.

Solid understanding of workforce planning and organizational effectiveness. Leadership & Behavioural Competencies

Strategic Thinking: Connects HR priorities with current and future business requirements.

Business Acumen: Understands business drivers and frames HR recommendations in commercial terms.

Communication & Influence: Communicates confidently with employees, managers and senior leadership.

Stakeholder Management: Builds strong relationships and effectively manages competing priorities.

Problem Solving: Diagnoses people challenges and develops practical, sustainable solutions.

Execution Excellence: Converts HR strategies into measurable and timely outcomes.

Innovation: Brings new ideas to employee engagement, talent development and retention.

Relationship Building: Builds trust and credibility across all levels of the organization.

Change Agility: Adapts quickly to changing business priorities and organizational requirements.

Confidentiality & Integrity: Demonstrates high levels of professionalism, discretion and ethical judgement. Success in this role will be measured through:

Effective HR partnership and stakeholder satisfaction.

Timely and quality completion of PMS cycles.

Improvement in employee engagement and employee experience.

Reduction in regrettable and critical talent attrition.

Identification and development of HiPo and critical talent.

Effectiveness of retention and talent interventions.

Quality and usage of HR dashboards and people insights.

Successful execution of organizational and culture initiatives.

Timely and effective resolution of employee relations matters.

Measurable contribution of HR interventions to business outcomes.

📌 Human Resources Manager (Ahmedabad)
🏢 Paperchase Accountancy (GDC)
📍 Ahmedabad