Job Title: Ast Manager HRBP &

- Operations

Region: South Asia

Department: P&C; /Human Resources / HR Operations

Reports to: Lead HRBP

Location: Delhi/NCR

Contract Type: Full-time / Permanent

Role Type: People Manager / Strategic Partner

Job Purpose The HRBP &

- Operations Lead is a strategic role accountable for aligning people operations with business objectives while ensuring seamless HR service delivery. The individual partners with senior leaders on workforce planning and talent strategy, while owning the operational backbone of HR- onboarding, employee data integrity, policy compliance, and cross-functional engagement - to create an efficient, compliant, and employee-centric HR environment.

Key Responsibilities / Accountabilities

- Strategic HR Partnership &
- Workforce Planning: Partner with business leaders to translate organisational strategy into people plans. Advise on organisational design, headcount forecasting, and capability building to ensure the workforce is aligned with current and future business needs.
- Employee Onboarding &
- Lifecycle Management: Design and manage end-to-end onboarding programmes that accelerate new hire integration and time-to-productivity. Oversee the full employee lifecycle from pre-boarding through offboarding, ensuring consistent, positive experiences at every touchpoint.
- Employee Data Management &
- Record Governance: Own the integrity, accuracy, and security of employee data across all HR systems. Establish robust record management protocols, conduct regular audits, and ensure compliance with data protection regulations and internal governance standards.
- HR Policies, Compliance &
- Risk Management: Implementing HR policies in line with local labour law and organisational standards. Monitor regulatory changes, maintaining tracker, and mitigate people-related risks.
- Cross-Functional Collaboration &
- Engagement: Build strong partnerships with Finance, IT, Legal, and business units to ensure integrated HR service delivery. Drive employee engagement initiatives, feedback mechanisms, and communication forums that foster a collaborative, inclusive workplace culture.
- Operational Excellence &
- Process Improvement: Continuously review and optimise HR operational workflows to improve efficiency, reduce turnaround times, and enhance employee self-service. Implement automation and digital tools to streamline administrative processes and elevate service quality.

Knowledge &

- Experience

Essential





- Master's degree in human resources, Business Administration, or a related discipline
- MBA or equivalent preferred.
- 8–12 years of progressive HR experience with at least 4 years in an HRBP or HR Operations leadership role within a matrixed organisation.
- Demonstrated expertise in employee lifecycle management, HRIS administration, and data governance with strong attention to accuracy and compliance.
- Deep knowledge of local labour law, employment regulations, and HR compliance frameworks;

experience managing audits and statutory obligations.

- Strong business acumen with the ability to link people operations to commercial outcomes and influence senior stakeholders effectively.
- Advanced proficiency in HRIS platforms (e.g., Workday, SAP SuccessFactors), MS Excel, and HR analytics tools; experience with process automation.

- Exceptional organisational skills with a proven ability to manage multiple priorities, projects, and cross-functional initiatives simultaneously.
- Excellent communication, coaching, and interpersonal skills with the ability to build trust across all organisational levels.

Desirable

- Professional certification in HR (SHRM-SCP, SPHR, CIPD Level 7) or Operations Management (Lean Six Sigma, PMP).
- Experience in digital HR transformation, AI-driven HR tools, or shared services centre design and implementation.
- Exposure to multi-country HR operations, global mobility, and cross-cultural team management.
- Background in change management, organisational design, or employee experience design methodologies.

Skills &

- Competencies

- Employee Onboarding &
- Lifecycle Management: Designs seamless onboarding journeys and manages the complete employee lifecycle to maximise engagement, retention, and productivity from day one.
- Employee Data Management &
- Record Governance: Ensures data accuracy, security, and compliance across HR systems through rigorous governance, audit protocols, and continuous improvement.
- HR Policies &
- Compliance Management:



Develops and enforces policies aligned with legal and regulatory requirements while proactively identifying and mitigating people-related risks.
- Cross-Functional Collaboration &
- Engagement: Builds influential partnerships across functions; drives engagement initiatives and communication strategies that strengthen organisational culture.
- Engagement Models &
- Best Practices: Implements evidence-based engagement frameworks, feedback mechanisms, and recognition programmes that elevate employee satisfaction and organisational commitment.
- Operational Excellence &
- Process Improvement: Optimises HR workflows through Lean principles, automation, and digital tools to deliver faster, more accurate, and employee-friendly services.
- Strategic Workforce Planning &
- Business Acumen: Aligns people operations with business strategy; uses workforce analytics and financial data to inform headcount, structure, and capability decisions.
- Stakeholder Management &
- Communication: Influences senior leaders and operational teams with clarity, credibility, and empathy; translates complex HR matters into actionable business language.

Cambridge University Press &

- Assessment is committed to being a place where anyone can enjoy a successful career, where it's secure to speak up, and where we learn continuously to improve together. We welcome applications from all candidates, regardless of demographic characteristics (age, disability, educational attainment, ethnicity, gender, marital status, neurodiversity, religion, sex, and sexual identity), cultural, or social class/background.

We believe that diversity of thought, background, and approach create better outcomes. More importantly, fostering an inclusive culture is the right thing to do, and it's part of how we achieve our purpose: to contribute to society through the pursuit of education, learning and research at the highest international levels of excellence. Ensuring that anyone, no matter who they are, feels they belong here is an essential part of who we are and the contribution we make to society, and to our planet.

To enable an environment which our people can thrive in, our customers benefit from, and where work complements life, we empower everyone to manage their time and capacity, and to prioritise their wellbeing. That's why from day one everyone at Cambridge University Press &

- Assessment can discuss flexible working options to find the best solution for them and their role.

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📌 Assistant Manager HR - 7701 (New Delhi)
🏢 Cambridge University Press u0026 Assessment
📍 New Delhi