Role Overview:

The role will be responsible for partnering with leadership on workforce planning, talent management, performance management, employee engagement, organizational development, succession planning, compensation, employee relations, and HR analytics .

The ideal candidate should be comfortable working in a fast-paced technology/cybersecurity environment and should have the ability to balance strategic HR initiatives with hands-on execution.

Key Responsibilities:

1. Business Partnering

- Partner with business leaders and functional heads to understand business priorities, workforce requirements, and people challenges.
- Develop and implement HR strategies aligned with organizational and business objectives.
- Act as a trusted advisor to managers on people-related matters.
- Provide data-driven insights and recommendations to improve organizational effectiveness.
- Participate in leadership discussions related to people, culture, and organizational growth.

2. Workforce Planning & Talent Management

- Work with business leaders to identify current and future manpower requirements.
- Support workforce planning, organizational structuring, and manpower budgeting.
- Partner with Talent Acquisition teams for critical and leadership hiring.
- Identify critical roles, talent gaps, and succession requirements.
- Develop talent development and retention strategies for key employees.

3. Performance Management

- Drive the organization's performance management cycle, including goal setting, mid-year reviews, and annual appraisals.
- Partner with managers to establish meaningful KRAs/KPIs and performance expectations.
- Coach managers on performance feedback, performance improvement plans, and difficult conversations.
- Analyze performance trends and recommend corrective actions.

4. Employee Engagement & Culture

- Develop and implement initiatives to strengthen employee engagement, collaboration, and organizational culture.
- Conduct employee engagement surveys and translate feedback into actionable initiatives.
- Monitor employee sentiment, morale, and retention risks.
- Design initiatives that promote recognition, employee wellbeing, learning, and inclusion.
- Build a strong employee experience across the employee lifecycle.

5. Employee Relations





- Act as a point of escalation for complex employee-related matters.
- Handle employee grievances, disciplinary matters, workplace conflicts, and sensitive people issues in a fair and consistent manner.
- Coach managers on employee relations and policy interpretation.
- Ensure HR practices are aligned with applicable employment laws and company policies.

6. Learning & Development

- Identify capability gaps in partnership with business leaders.
- Support development plans for high-potential and critical talent.
- Partner with L&D; teams to design functional, leadership, behavioral, and technical development programs.
- Promote continuous learning and career development across teams.

7. Compensation & Retention

- Partner with HR leadership on compensation reviews, salary benchmarking, promotions, and internal equity.
- Identify retention risks and recommend appropriate interventions.
- Support annual compensation and promotion cycles.
- Monitor market trends and talent competitiveness within the technology/cybersecurity sector.

8. HR Analytics & Reporting

- Develop and monitor HR dashboards and people metrics.
- Track attrition, retention, headcount, hiring, performance, engagement, absenteeism, and other key HR indicators.
- Use HR data and analytics to identify trends and recommend business actions.
- Prepare periodic people reports and presentations for leadership.

9. HR Policies & Compliance

- Ensure consistent implementation of HR policies and processes across functions.
- Partner with HR Operations/HR leadership to maintain compliance with applicable labour and employment regulations.
- Support development and continuous improvement of HR policies and processes.

Key Deliverables / Success Measures

- Improved employee engagement and retention.
- Effective workforce planning and manpower utilization.
- Strong performance management and goal alignment.
- Reduction in regrettable/critical attrition.
- Improved manager capability in people management.




- Effective talent development and succession planning.
- Timely completion of HR cycles and initiatives.
- Actionable HR analytics and business insights.
- Strong employee experience across the organization.

Required Qualifications

- MBA/PGDM in Human Resources / Personnel Management or equivalent qualification.
- 5–8 years of progressive HR experience, preferably in a technology, SaaS, IT services, cybersecurity, or high-growth organization.
- Strong experience in HR Business Partnering.
- Good understanding of performance management, employee engagement, talent management, and employee relations.
- Strong knowledge of HR processes, policies, and applicable employment regulations.
- Excellent communication, interpersonal, influencing, and stakeholder-management skills.
- Strong analytical and problem-solving abilities.
- Proficiency in HRMS and Microsoft Excel/Google Sheets; experience with HR analytics tools will be an advantage.

Preferred Experience

- Experience partnering with technology/product/engineering teams.
- Experience in a fast-growing or startup/scale-up environment.
- Exposure to international/global teams and cross-cultural workforce management.
- Experience handling organizational restructuring or rapid workforce growth.
- Experience with HR dashboards, people analytics, and data-driven decision-making.

Core Competencies

- Strategic HR Business Partnering
- Stakeholder Management
- Talent Management
- Performance Management
- Employee Engagement
- Employee Relations
- Workforce Planning
- Change Management
- Leadership & Influencing Skills
- HR Analytics
- Problem Solving
- Business Acumen
- Communication & Presentation Skills

Why Join TAC Security?

- Opportunity to work with a fast-growing cybersecurity organization.
- Exposure to technology, product, sales, and global business teams.
- Chance to build and influence people practices in a scaling organization.
- High-impact role with direct interaction with business and leadership teams.
- Opportunity to contribute to building a high-performance and innovation-driven culture.

Application: Interested candidates may apply with their updated CV and a brief summary highlighting their HRBP experience and current responsibilities.

📌 Human Resources Manager (Chandigarh)
🏢 TAC Security
📍 Chandigarh