HR Business Partner (HRBP)

Location : Gurgaon

Experience

6–10 Years

Budget : 35 LPA

Role Overview

We are looking for an experienced HR Business Partner (HRBP) to partner closely with business leaders and managers to drive people strategy, organizational effectiveness, talent management, employee engagement, and overall people outcomes.

The ideal candidate will have solid experience in business partnering with large, diverse teams , managing the employee lifecycle, driving performance and talent processes, using HR analytics to identify organizational trends, and leading organization development and change initiatives.

This role requires a strong combination of strategic HR thinking, data-driven decision making, stakeholder management, employee relations, and execution excellence .

Key Responsibilities

1. Strategic HR Business Partnering

- Act as a trusted HR advisor to business leaders and people managers.
- Understand business priorities and translate them into effective people strategies and interventions.
- Partner with leadership on workforce planning, organizational effectiveness, talent priorities, and employee-related decisions.
- Provide data-driven insights and recommendations on people and organizational matters.
- Build strong relationships with senior stakeholders and influence decisions through expertise and insights.

1. Talent & Performance Management

- Drive annual and quarterly performance management processes, including goal setting, appraisals, promotions, lateral movements, and performance improvement.
- Lead talent reviews, calibration discussions, succession planning, and talent movement initiatives.
- Identify high-potential talent and create development and retention strategies.
- Build career development frameworks and competency-based talent management programs.
- Partner with leaders to strengthen internal talent pipelines for critical roles.

1. Organization Development & Design

- Partner with business leaders on organization design, restructuring, role clarity, and workforce optimization.
- Analyze organizational structures, spans of control, reporting relationships, and layers to improve effectiveness.
- Support organization restructuring and transformation initiatives.




- Develop and implement change management strategies to ensure effective adoption of organizational changes.
- Identify organizational risks and recommend appropriate interventions.

1. Employee Engagement & Employee Relations

- Develop and execute employee engagement strategies based on organizational needs and employee feedback.
- Drive engagement surveys, pulse surveys, town halls, recognition programs, and leadership connects.
- Proactively identify employee concerns and work with managers to address them.
- Manage employee relations, grievances, escalations, and sensitive people matters with appropriate judgment and confidentiality.
- Strengthen manager capability around employee engagement, communication, and people management.

1. HR Analytics & People Insights

- Develop and monitor people dashboards and HR metrics covering headcount, attrition, performance, promotions, talent movement, diversity, spans of control, and organizational health.
- Use HR data to identify trends, risks, and opportunities.
- Provide actionable insights to business leaders through periodic reviews and people analytics.
- Build data-driven recommendations for workforce planning and organizational interventions.

1. Compensation & Rewards

- Partner with Compensation & Benefits teams on compensation reviews, job evaluation, pay alignment, promotions, and compensation decisions.
- Support managers and leaders in understanding compensation frameworks and making equitable people decisions.
- Identify compensation-related trends and risks and recommend appropriate actions.

1. Learning, Capability & Leadership Development

- Conduct learning needs analysis and identify capability gaps across teams.
- Design and implement manager capability and employee development programs.
- Partner with L&D; teams to build targeted development interventions.
- Support leadership development, high-potential development, and succession planning initiatives.

1.



HR Transformation & Process Improvement

- Identify opportunities to simplify, digitize, and automate HR processes.
- Drive HR transformation projects and improve HR service delivery.
- Develop and improve HR systems, dashboards, processes, and employee-facing programs.
- Lead cross-functional HR projects involving multiple stakeholders and business teams.

Key Skills & Competencies
- HR Business Partnering
- Strategic HR & Workforce Planning
- Talent Management
- Performance Management
- Succession Planning
- Organization Development
- Organization Design & Restructuring
- Change Management
- Employee Relations
- Employee Engagement
- HR Analytics & People Metrics
- Compensation & Benefits
- Learning & Development
- Manager Capability Development
- HR Transformation & Digitization
- Stakeholder Management
- Influence Without Authority
- Strong communication and presentation skills
- Advanced Excel / PowerPoint and HR dashboards
- HRMS / HRIS / LMS exposure

Ideal Candidate Profile
- 6–10 years of overall HR experience with significant experience in an HRBP / Business Partnering role .
- Experience partnering with large and/or complex business organizations.
- Solid exposure to Tech, Product, Engineering, Operations, or corporate functions will be preferred.
- Demonstrated experience managing performance, talent, engagement, organization development, and employee relations.
- Strong analytical orientation with the ability to convert people data into actionable business insights.
- Experience working with senior business leaders and managing complex stakeholder environments.
- Strong understanding of organization design, change management, and workforce planning.
- MBA/PGDM in Human Resources or equivalent qualification preferred.

Key Success Measures
- Improved employee engagement and organizational health
- Effective performance and talent management outcomes
- Strong internal talent movement and succession pipeline
- Improved organizational effectiveness and workforce productivity
- Timely and effective resolution of employee relations matters
- Quality of HR insights and leadership decision support
- Successful execution of HR transformation and change initiatives
- Strong stakeholder and employee experience

📌 Human Resources Business Partner (Gurugram)
🏢 Questhiring
📍 Gurugram