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 strong 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