Human Resources Business Partner (HRBP)

Role Overview

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

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 tangible business impact you create—driving talent velocity, improving retention, enhancing workforce productivity, and directly enabling revenue and operational goals.

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 you.

Key Responsibilities

- Business Alignment & Impact

- Align people strategies directly with business KPIs, revenue targets, and operational milestones.
- Translate business unit objectives into actionable talent, organization design, and workforce planning strategies.
- Analyze talent analytics, turnover patterns, productivity bottlenecks, and engagement metrics to deliver data-backed solutions.

- High Ownership & Accountable Delivery

- Own the end-to-end employee lifecycle for your assigned business units with complete accountability for deliverables and deadlines.
- Move from strategy to execution rapidly, driving projects across performance management, talent reviews, and succession planning without needing hand-holding.
- Ensure clear commitments and hard deadlines across cross-functional HR initiatives.

- Talent Acceleration & Performance Management

- Build a culture of high performance, clear goal setting (OKRs/KPIs),



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

- Multitasking & Agile Execution

- Effectively prioritize and manage multiple ongoing streams—from tactical employee queries and policy rollouts to large-scale organizational restructuring.
- Pivot quickly in response to shifting business priorities, scaling operations, or unexpected organizational changes without compromising quality or timelines.

- Culture & Engagement Driving ROI

- Design employee experience and engagement programs focused on retention, performance enablement, and business productivity rather than performative perks.
- Diagnose root causes of friction within teams and implement targeted interventions that improve team cohesion and output.

What We Are Looking For

- Business-First Mindset: You speak the language of business (ROI, unit economics, revenue velocity, utilization rates) before HR jargon.
- Extreme Ownership: You take complete accountability for outcomes—both wins and failures. When something goes wrong, you fix it; when a deadline approaches, you hit it.
- Impact Over Activity: You judge your success by results achieved, not time logged or processes executed.




- Agility & Multitasking: Proven ability to manage competing priorities in a fast-paced, high-growth environment.
- Data-Driven Decision Making: Comfort using HR metrics and workforce analytics to diagnose problems and present business cases to leadership.
- Assertive Communication & Stakeholder Management: Ability to challenge senior business leaders respectfully, manage pushback, and influence strategic decisions.

Qualifications & Experience

- Experience: 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 agile corporate environments.
- Education: Bachelor’s degree in Human Resources, Business Administration, Organizational Development, or related field (MBA/Master's preferred).
- Track Record: Demonstrated history of driving measurable business outcomes (e.g., reducing attrition, improving performance output, accelerating time-to-productivity for new hires).
- 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 Sheets).

What Success Looks Like in 6 Months

- Month 1: Deep dive into business unit operations, establish trust with leadership, and identify the top 3 productivity or talent bottlenecks.
- Month 3: Implement targeted interventions addressing critical gaps; establish baseline SLAs and accountability metrics across talent initiatives.
- Month 6: Demonstrate measurable impact—evidenced by improved team performance metrics, key talent retention, predictable project execution timelines, and positive feedback from business partners.

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