Manager – HR Business Partner

Location: Bengaluru

Experience: 5–8 Years

Function: Human Resources

Role Type: Full-time

Reporting To: Head – Human Resources

Role Summary

We are looking for a Manager – HR Business Partner to partner with business leaders and managers in building a high-performing, engaged, and talent-driven organization.

This role will be responsible for translating business priorities into people strategies and interventions, with primary ownership across Employee Relations & Engagement, Talent Development, and Performance Management.

The ideal candidate will bring strong business acumen, sound judgment, and the ability to influence leaders, coach managers, and drive people initiatives from diagnosis to execution and measurable outcomes.

What You Will Own

01 | Employee Relations & Engagement

Build a strong employee experience and create an environment where employees can perform at their best.

- Partner with leaders and managers to proactively identify and resolve employee and team-level people challenges.
- Own employee relations matters including grievances, conflicts, disciplinary situations, and sensitive employee concerns.
- Build solid employee connects through structured 1:1s, skip-level interactions, pulse checks, and engagement forums.
- Identify patterns across engagement, attrition, employee sentiment, and manager effectiveness and translate insights into action.
- Design and drive initiatives that strengthen engagement, culture, retention, and employee experience.
- Coach managers through complex people situations and enable them to become stronger people leaders.
- Act as a trusted and objective advisor to both employees and business leaders.

02 | Talent Development Build a strong internal talent pipeline and create meaningful growth opportunities for employees.
- Partner with business leaders to identify critical capabilities, talent gaps, and future talent requirements.
- Identify high-potential and critical talent and create structured development plans.
- Drive Individual Development Plans, career conversations, internal mobility, and capability-building initiatives.
- Partner with leaders to develop succession plans for critical roles.
- Design and implement leadership and manager development interventions.
- Identify emerging talent and create differentiated development journeys based on individual and business needs.




- Measure the effectiveness of talent interventions through defined business and people outcomes.

03 | Performance Management Build a culture of high performance, accountability, and continuous feedback.
- Own the performance management agenda for assigned business functions.
- Partner with leaders and managers on goal setting, KRAs/KPIs, performance reviews, calibration, and feedback mechanisms.
- Ensure performance expectations are clear, measurable, and aligned with business priorities.
- Coach managers on delivering effective feedback and having high-quality performance conversations.
- Identify performance gaps and drive structured interventions, including Performance Improvement Plans where required.
- Use performance data to identify high performers, underperformance, capability gaps, and talent risks.
- Strengthen a culture of continuous feedback, ownership, accountability, and performance differentiation.

HR Business Partnership

Beyond the core pillars, you will serve as a strategic people partner to the business.
- Develop a deep understanding of the business, operating model, teams, and growth priorities.
- Translate business challenges into practical and scalable people solutions.
- Partner with leadership on workforce planning, organization effectiveness, team structures, and people priorities.
- Provide data-backed insights on attrition, engagement, performance, talent, and workforce trends.
- Challenge and influence business leaders and managers on people decisions when required.
- Drive organization-wide HR initiatives within assigned business units and ensure strong adoption.
- Partner closely with Talent Acquisition, HR Operations, L&D;, and other HR teams to deliver an integrated employee experience.
- Support organizational change and transformation initiatives as the business evolves.

What We're Looking For

Experience & Background

- 5–8 years of experience in HR Business Partnering / People Partnering, preferably in a high-growth organization.




- Strong hands-on experience across Employee Relations, Performance Management, and Talent Development.
- Experience partnering directly with business leaders and senior people managers.
- Demonstrated experience in managing complex employee relations and performance situations.
- Experience building or improving performance management and talent development frameworks.
- Strong exposure to employee engagement and retention initiatives.

Capabilities

- Strong business acumen with the ability to understand people challenges in the context of business outcomes.
- Excellent stakeholder management and influencing skills.
- Strong coaching and conflict-resolution capabilities.
- Data-driven approach to identifying and solving people problems.
- High degree of ownership and ability to operate independently.
- Strong judgment, discretion, and maturity in handling sensitive employee matters.
- Excellent written and verbal communication skills.
- Comfortable operating in a fast-paced, ambiguous, and continuously evolving environment.

What Success Looks Like In the first 12–18 months, success in this role will be reflected through:
- Higher employee engagement and stronger employee experience
- Improved manager effectiveness and quality of people leadership
- Stronger performance management discipline and accountability
- Improved identification and development of high-potential talent
- Stronger internal talent pipeline and career mobility
- Effective resolution of employee relations matters
- Reduction in avoidable and regrettable attrition
- Business leaders viewing HR as a strategic partner rather than a support function

Core Competencies

Employee Relations | Employee Engagement | Talent Development | Performance Management | HR Business Partnering | Manager Coaching | Stakeholder Management | Talent Management | Conflict Resolution | Organizational Effectiveness | Data-driven Decision Making | Change Management The Profile We Want

We are looking for someone who is not just an HR process owner.

You should be someone who can walk into a business team, understand what is happening, why it is happening, and what needs to change — and then work with leaders and managers to make that change happen.

Strong HR judgment + Business understanding + Data orientation + Ability to influence = Strong HRBP

📌 Manager HRBP (Bengaluru)
🏢 Awign
📍 Bengaluru