Senior HR Business Partner (HRBP) Talent Acquisition | Workforce Planning | Performance Management | Organizational Development About Mirketa Mirketa is a U.
S.-headquartered technology consulting and product engineering company with an India delivery center in Noida. We specialize in Salesforce, AI/GenAI, cloud engineering, data engineering, enterprise integration and custom software development, and develop software products for healthcare, nonprofit and other sectors. Position Overview We seek a hands-on, results-oriented Senior HR Business Partner who will own workforce planning, recruitment delivery, performance management, employee engagement and organizational effectiveness. The HRBP will work directly with engineering and delivery leaders to anticipate talent gaps, translate business demand into hiring plans and ensure that the organization has qualified talent when needed. The Senior HRBP will directly manage the recruitment function, including internal recruiters and external recruiting partners, and be accountable for achieving approved hiring targets across technical, program management, leadership and business roles. This includes setting individual recruiter KPIs, leading weekly pipeline reviews, addressing underperformance, and driving positions to closure within agreed quality and timeline standards. The position requires to be in Noida office 5 days / week.

Key Responsibilities
1. Workforce Planning & Talent Needs Identification
· Partner with delivery, engineering, product and business leaders to anticipate hiring needs based on project demand, planned growth, attrition and capability gaps.
· Maintain rolling workforce plans for technical, program/project management, leadership and business roles; identify replacement and succession requirements.
· Recommend internal development, redeployment or external hiring based on capacity and skill availability; align requisitions with approved budgets. 2. Recruiter Management & Hiring Target Achievement
· Directly manage internal recruiters and external recruiting agencies, including work allocation, sourcing strategy, weekly goals, coaching and performance reviews.
· Own approved hiring plans and meet hiring targets for engineering, architecture, Salesforce, AI/data, QA, DevOps, project/program management and corporate positions at all levels.
· Set and monitor recruiter-level KPIs for qualified submissions, screening quality, interview conversion, offers, joining rates and time-to-fill.
· Lead weekly requisition-by-requisition pipeline reviews; resolve bottlenecks, escalate delayed decisions and address recruiter underperformance.
· Define role profiles and screening criteria with hiring managers; ensure high-quality shortlists and structured evaluation and timely interview feedback.
· Personally drive critical and hard-to-fill senior leadership, engineering and program management hires; coordinate specialist agencies, referrals and targeted sourcing.
· Own offer coordination, compensation alignment, candidate engagement, pre-joining follow-through and onboarding handoff.
· Build proactive candidate pipelines, campus and employee-referral programs and relationships within the Delhi NCR technology talent market. 3.



Performance Management & Manager Accountability
· Drive measurable goal-setting, manager 1:1s, performance reviews, calibration and individual development plans.
· Coach managers on actionable feedback, fair evaluations and underperformance management; monitor compliance and escalate persistent gaps.
· Establish management-effectiveness measures and support merit-based advancement and recognition. 4. Engagement, Retention & Culture
· Analyze attrition by manager, skill, tenure and project assignment; conduct exit and stay interviews and implement corrective measures.
· Partner with leaders to improve employee trust, teamwork, career growth, recognition and engagement.
· Handle employee relations and grievances fairly, professionally and confidentially. 5. Learning, Succession & Talent Development
· Maintain role-based competency frameworks, identify high-potential employees and coordinate training and certification programs.
· Develop succession plans for critical engineering, program delivery and management positions.
· Measure training outcomes by applied skill, readiness, promotion and performance rather than attendance alone. 6. Compensation, HR Governance & Reporting
· Partner with Finance and leadership on compensation benchmarks, hiring budgets, offers and internal equity.
· Maintain accurate recruitment, attrition, performance and workforce dashboards with actionable executive insights.
· Ensure compliant HR documentation, policy implementation and professional employee relations. Required Qualifications
· Minimum 10 years of progressive HR experience, including at least 5 years in small or mid-sized IT consulting, software services or digital engineering businesses (ideally 50–500 employees).
· Demonstrated direct management of internal recruiters and external recruiting partners, with ownership of hiring targets and recruiter performance.
· Solid experience with technical and program management recruiting, workforce forecasting, ATS/HRMS and hiring funnel analytics.
· Proven execution of performance management, employee development, retention and management accountability programs.
· Knowledge of Delhi NCR technology talent markets, compensation dynamics and hands-on consulting-company operating realities.
· Strong stakeholder influence, data analysis, follow-through, negotiation and communication skills.
· Ability to work daily from the Noida office during core business hours. Preferred Qualifications
· Salesforce, AI/GenAI, cloud and data engineering recruiting experience.
· Proven turnaround of recruiting delivery or employee retention at a growing technology services company.
· Established professional networks, referral channels, campus relationships and specialist recruitment partnerships.




· Experience working with CEO/founder-led teams and building pragmatic HR governance with limited administrative overhead. Performance Scorecard & KPIs Recruitment performance will represent 40% of the overall role evaluation. The remaining weights below are suggested and may be calibrated against business priorities.
• Hiring delivery & recruiter management — 40% At least 90% of approved roles closed within agreed, role-specific SLAs; recruiter attainment; qualified-candidate flow; conversion, time-to-fill, critical-hire closure and offer-to-join rate (target 85%+).
• Retention & engagement — 20% Lower regrettable attrition against baseline; retention action-plan execution and employee feedback improvements.
• Performance & manager effectiveness — 20% 100% timely performance-cycle completion; 95% monthly manager 1:1 completion; quality of development plans.
• Workforce planning & talent development — 15% Rolling demand forecast, skills gap coverage, succession readiness, onboarding and internal mobility.
• HR governance & data quality — 5% Accurate reporting, compliant processes and timely resolution of HR matters. Quality-of-hire indicator: target at least 90% satisfactory 90-day new-hire performance. KPI accountability assumes approved requisitions, feasible compensation bands and timely hiring-manager participation. First 180-Day Expectations Days 1–30 | Diagnose, Prioritize, Establish Accountability
· Audit approved openings, existing recruiting funnels, recruiter performance, offer conversion, attrition and HR governance gaps.
· Meet delivery/engineering leaders to validate current and forecast talent needs; build a prioritized workforce and requisition tracker.
· Assign recruiter ownership, define weekly reporting and role-specific hiring SLAs; identify urgent technical and program management hires. Days 31–90 | Drive Hiring Execution & People Governance
· Run structured weekly recruiter and hiring-manager reviews; address sourcing weaknesses, delayed interview decisions and hiring risk.
· Produce qualified shortlists and close priority requisitions; establish dedicated strategies for hard-to-fill leadership roles.
· Implement manager 1:1, performance review and employee development tracking; begin targeted retention interventions. Days 91–180 | Deliver Measurable Outcomes
· Meet agreed hiring-plan targets and demonstrate improved recruiter performance, time-to-fill, conversion and joining rates.
· Partner with the VP Engineering & Technical Delivery on critical leadership hiring, including the planned three Technical Delivery Directors and one Program Delivery Director, subject to approved requisitions and compensation.
· Show improved performance-management completion, development-plan adoption and evidence-based retention actions.
· Present a 12-month workforce, succession, recruitment and engagement plan supported by baseline and trend metrics. Ideal Candidate A highly accountable HR operator who understands project-driven consulting businesses and can personally turn hiring demand into qualified hires. This person coaches and manages recruiters, challenges hiring bottlenecks, develops managers and builds a fair, high-performing culture—not simply administers HR policies or coordinates interview calendars.

📌 Senior HR Business Partner (Noida)
🏢 Mirketa
📍 Noida