Role Overview

We are looking for a high-ownership, result-oriented Human Resources Business Partner (HRBP ) who operates with a true business outcome mindse t

.

In this role, success is not measured by the number of hours you sit at a desk or the volume of activities logged; it is defined by the tangibl e business impa ct you create—driving talent velocity, improving retention, enhancing workforce productivity, and directly enabling revenue and operational goal s.

You will act as an embedded strategic advisor to senior leadership, juggling multiple high-priority initiatives while holding yourself and business leaders accountable for tight, predictable timelines. If you thrive on autonomy, move fast with precision, and measure your own performance in metrics, conversions, and organizational growth, this role is built for y

**ou.

Key Responsibili**

ties1.

Business

Alignment &

• Im

- pactAlign people strategies directly with business KPIs, revenue targets, and operational milesto
- nes.Translate business unit objectives into actionable talent, organization design, and workforce planning strateg
- ies.Analyze talent analytics, turnover patterns, productivity bottlenecks, and engagement metrics to deliver data-backed soluti

ons.2. High Ownership & • Accountable Deli
- veryOwn the end-to-end employee lifecycle for your assigned business units with complete accountability for deliverables and deadli
- nes.Move from strategy to execution rapidly, driving projects across performance management, talent reviews, and succession planning without needing hand-hold
- ing.Ensure clear commitments and hard deadlines across cross-functional HR initiati

ves.3.

Talent

Acceleration &

• Performance Manage
- mentBuild a culture of high performance, clear goal setting (OKRs/KPIs),



and rigorous accountability across business functi
- ons.Partner with leaders to identify critical talent gaps, succession risks, and capability development ne
- eds.Coach leaders and managers on driving team productivity, handling complex employee relations issues, and navigating performance management directly and transparen

tly.4. Multitasking & • Agile Execu
- tionEffectively prioritize and manage multiple ongoing streams—from tactical employee queries and policy rollouts to large-scale organizational restructur
- ing.Pivot quickly in response to shifting business priorities, scaling operations, or unexpected organizational changes without compromising quality or timeli

nes.5. Culture & • Engagement Driving
- ROIDesign employee experience and engagement programs focused on retention, performance enablement, and business productivity rather than performative pe
- rks.Diagnose root causes of friction within teams and implement targeted interventions that improve team cohesion and out

**put.

What We Are Lookin**

- g ForBusiness-First Min dset: You speak the language of business (ROI, unit economics, revenue velocity, utilization rates) before HR ja
- rgon.Extreme Owner ship: You take complete accountability for outcomes—both wins and failures. When something goes wrong, you fix it; when a deadline approaches, you hi
- t it.Impact Over Acti vity: You judge your success by results achieved, not time logged or processes exec




- uted.Agility & Multitas king: Proven ability to manage competing priorities in a quick-paced, high-growth environ
- ment.Data-Driven Decision Ma king: Comfort using HR metrics and workforce analytics to diagnose problems and present business cases to leader
- ship.Assertive Communication & Stakeholder Manage ment: Ability to challenge senior business leaders respectfully, manage pushback, and influence strategic decis

**ions. Qualifications & Expe**
- rienceExper ience: 2 to 5 years of progressive experience as an HRBP, Talent Partner, or HR Generalist in high-growth technology, consulting, fast-scaled matrixed environments, or dynamic corporate environ
- ments.Educ ation: Bachelor’s degree in Human Resources, Business Administration, Organizational Development, or related field (MBA/Master's prefe
- rred).Track R ecord: Demonstrated history of driving measurable business outcomes (e.g., reducing attrition by $X%$, improving performance output, accelerating time-to-productivity for new h
- ires). Tools: Proficiency with modern HRIS platforms (e.g., Workday, BambooHR, Darwinbox), performance platforms (e.g., Lattice, Culture Amp), and data analysis tools (Excel, Power BI, Google Sh

**eets). What Success Looks Like in 6**
- MonthsM onth 1: Deep dive into business unit operations, establish trust with leadership, and identify the top 3 productivity or talent bottl
- enecks.M onth 3: Implement targeted interventions addressing critical gaps; establish baseline SLAs and accountability metrics across talent initi
- atives.M onth 6: Demonstrate measurable impact—evidenced by improved team performance metrics, key talent retention, predictable project execution timelines, and positive feedback from business pa

rtners.

📌 Human Resources Business Partner (Bengaluru)
🏢 Codeyoung
📍 Bengaluru