Business Partner)

Company: Valeur Fabtex Pvt. Ltd.

Department: People & Culture

Designation: General Manager – People & Culture (HRBP)

Location: Corporate Office – Delhi NCR

Reporting To: Managing Director

About Valeur Fabtex

At Valeur Fabtex, we believe that organizations grow when people grow. We are not merely

building teams—we are cultivating leaders, fostering innovation, and creating a workplace

where every individual contributes to a larger purpose. As we continue to expand across

Education, Skill Development, Government Projects, CSR, and Digital Learning, we seek an

HR leader who can transform the employee experience and shape a culture of excellence.

Position Overview

The General Manager – People & Culture (HRBP) will serve as a strategic advisor to

business leaders, driving organizational effectiveness, leadership capability, employee

engagement, and cultural transformation. This role goes beyond traditional HR by

partnering with leadership to align people strategies with business objectives, strengthen

organizational capabilities, and create an environment where employees thrive.

The ideal candidate will be a visionary HR leader with expertise in Strategic HR, HR Business

Partnering, Organizational Development, Learning & Development, Performance

Management, Employee Relations, Change Management, and Culture Building.

Key Responsibilities

1. Strategic HR Business Partnering

 Partner with the Managing Director and business leaders to align people strategies

with organizational goals.

 Act as a trusted advisor on workforce planning, organizational effectiveness, and

people-related decisions.

 Drive strategic HR initiatives that support business growth and operational

excellence.

 Build leadership capability through coaching, mentoring, and HR advisory support.

2. Organizational Development & Transformation

 Design and implement organizational development initiatives that enhance

productivity and effectiveness.

 Lead organizational restructuring, role clarity, and competency framework

development.

 Develop succession planning and career progression frameworks.

 Drive change management initiatives to support business transformation.

 Build a culture of continuous improvement and innovation.

3. Learning, Leadership & Capability Development

 Develop and execute the organization's Learning & Development strategy.

 Create competency-based learning pathways for employees across all levels.

 Design leadership development programs for future leaders.

 Conduct Training Need Analysis (TNA) and prepare annual learning calendars.





 Measure learning effectiveness through business outcomes and employee

performance.

4. Performance & Growth Management

 Strengthen the Performance Management System (PMS) across the organization.

 Drive Goal Setting, KPIs, KRAs, and OKRs aligned with business priorities.

 Coach managers on performance reviews, feedback conversations, and employee

development.

 Facilitate talent reviews and individual development planning.

 Promote a high-performance, feedback-driven culture.

5. Employee Experience & Culture Management

 Build a workplace culture centered on collaboration, accountability, innovation, and

respect.

 Design employee engagement, wellness, and recognition initiatives.

 Lead culture transformation projects aligned with organizational values.

 Strengthen employee communication and transparency across all business functions.

 Monitor employee satisfaction and implement action plans to enhance engagement.

6. HR Business Partner (HRBP) Responsibilities

 Partner with Vertical Heads to address business-specific people challenges.

 Provide guidance on workforce planning, employee development, and organizational

effectiveness.

 Support managers in handling employee relations, performance concerns, and

conflict resolution.

 Conduct regular business reviews to identify HR interventions that improve

productivity.

 Ensure alignment between business objectives and people strategies.

 Facilitate organizational restructuring and change initiatives wherever required.

 Act as the primary HR advisor for leadership teams across business verticals.

7. Employee Relations & Workplace Governance

 Foster a positive, ethical, and inclusive workplace culture.

 Handle employee grievances with professionalism and confidentiality.

 Promote employee well-being and work-life balance initiatives.

 Ensure adherence to organizational values and code of conduct.

 Build trust through transparent communication and proactive engagement.

8. Policy, Compliance & Governance

 Develop and review HR policies, SOPs, and governance frameworks.

 Ensure compliance with labour laws and statutory requirements.

 Conduct periodic HR audits and process reviews.





 Strengthen HR governance through standardized practices and continuous

improvements.

9. HR Analytics & Executive Reporting

 Develop HR dashboards and people analytics for leadership.

 Track workforce productivity, engagement, retention, performance, and

organizational health.

 Present actionable HR insights to the Managing Director and Leadership Team.

 Utilize data-driven decision-making to improve organizational effectiveness.

Key Competencies

Strategic Leadership

 HR Strategy

 Business Partnering

 Organizational Development

 Workforce Planning

 Change Management

 Executive Coaching

People & Culture

 Employee Engagement

 Culture Transformation

 Employee Experience

 Employer Branding

 Diversity & Inclusion

Learning & Development

 Leadership Development

 Competency Mapping

 Succession Planning

 Coaching & Mentoring

 Learning Strategy

Performance Excellence

 Performance Management

 KPI / KRA Frameworks

 OKR Implementation

 Talent Development

Governance & Compliance

 HR Policies

 Labour Law Compliance

 HR Audits

 Risk & Compliance Management

Education

 MBA / PGDM in Human Resources, Organizational Development, or a related

discipline.

 Certifications in SHRM, HRCI, Organizational Development, Learning & Development,

or Executive Coaching will be an added advantage.

Experience

 15+ years of progressive HR leadership experience.

 Proven experience as an HR Business Partner supporting senior leadership.

 Experience in Education, Skill Development, Government Projects, CSR, or Multi-

location organizations will be preferred.

Success Metrics (KPIs)

 Employee Engagement Index

 Leadership Capability Development

 Performance Management Effectiveness

 Learning & Development ROI

 Organizational Health Score

 Employee Retention & Internal Mobility

 HR Compliance Score

 Culture & Employee Experience Initiatives

 Business Partner Satisfaction

 Change Management Success Rate

 HR Dashboard Accuracy & Strategic Reporting

Why Join Valeur Fabtex?

At Valeur Fabtex, People & Culture is more than a support function—it's a strategic driver of

organizational success. As General Manager – People & Culture (HRBP), you will work

closely with the Managing Director and leadership team to shape the organization's future,

nurture leadership talent, strengthen workplace culture, and create an setting where

people and business grow together.

Pay: Up to ₹1,000,000.00 per year

Work Location: In person

📌 General Manager – People & Culture (HR Business Partner) (Pitam Pura)
🏢 Valeur Fabtex Private
📍 Pitam Pura