Roles and Responsibilities

- People Strategy Ownership:
- Custodian for implementing the People Strategy within assigned business units.
- End-to-end ownership of the People Operations function (with support in Talent Acquisition and Development).
- Ownership of core PeopleOps processes within the assigned business units.
- Business Acumen:
- Maintain a strong understanding of the organization's vision, mission, values, and goals.
- Understand RZP business and products.
- Gain in-depth knowledge of the supported business function.
- Stakeholder Management:
- Work closely with Functional and Sub-Functional Heads to enable business outcomes through HR interventions.
- Identify opportunities for HR involvement and align stakeholders for successful execution.
- Result Orientation & Problem Solving:
- Take a solution-oriented approach with creative, effective, and practical solutions.
- Debug and identify root causes of issues with support.
- Demonstrate agility, ownership, and a results-driven mindset.
- Balance quality of work with timely delivery of outcomes.
- Own 3Ps:
- Drive the agenda of Policy, Process, and Practices in alignment with business needs.
- Improve HR efficiency through deep understanding and application of core HR processes.
- Talent Sourcing Partnership:
- Help the business identify and attract culture-fit candidates.
- Coach and guide interviewers and stakeholders for alignment in the hiring process.
- Change Management:
- Understand short- and long-term goals of planned organizational changes.




- Assess HR implications of changes and support implementation.
- Employee Engagement & Retention:
- Conduct regular employee connects for pulse checks and pain point identification.
- Analyze attrition trends and develop retention strategies for business units.
- Track and publish weekly reports on attrition, employee connects, and grievances.
- Drive engagement surveys and follow through with action planning.
- Performance Management:
- Partner with the business to align individual goals with strategic organizational objectives.
- Create and drive the timeline for performance management evaluations.
- Coach managers on goal-setting, expectations, and review quality.
- Ensure timely and calibrated performance reviews, fostering open communication.

Mandatory Qualifications
- 5–8 years of proven HRBP experience in a fast-paced/startup environment
- Experience managing a headcount size of 200–400 employees
- Strong execution mindset with creativity and ownership
- Ability to build meaningful relationships and be a proactive partner
- Versatile and collaborative with excellent communication skills (written & verbal)
- Experience in core HR areas:
- Organizational Design
- Performance Management
- Labor Laws
- Change Management
- Implementing HR Policies and Processes
- Strong analytical, logical, and numerical aptitude

Skills: Publishing, Talent Acquisition, Employee Engagement, Performance Management

Experience: 5.00-8.00 Years

📌 Manager, HRBP (Bengaluru)
🏢 Razorpay
📍 Bengaluru