HR BUSINESS PARTNER (HRBP) V Group Inc. | India Location: Bhopal, Madhya Pradesh Work Mode: Work from V Group's IT Park Office Function: Human Resources | Business Partnering Experience: 5-8 years Reporting To: SBU Head

About V Group

V Group Inc. is a growing organization with a solid focus on technology, staffing, consulting and business solutions. As we continue to scale our business, the HR function plays a critical role in building high-performing teams, strengthening organizational capability and enabling sustainable business growth.

We are looking for an experienced and business-focused HR Business Partner (HRBP) who can work closely with Business Unit (BU) Leads and managers to translate business priorities into effective people strategies.

The HRBP will act as a strategic people partner to the business, owning the employee lifecycle, workforce planning, performance and talent development, organizational effectiveness, employee engagement and succession planning for assigned business units.

The role will also work closely with BU leadership to understand business requirements and provide HR interventions that support productivity, capability building and revenue generation enablement.

Key Responsibilities : 1. Employee Lifecycle Management :

- Own and manage key employee lifecycle processes for the assigned Business Units, including induction, orientation, transfers, promotions, role changes, employee movements and offboarding.
- Ensure a consistent and positive employee experience across all stages of the employee lifecycle.
- Partner with BU Leads and managers to ensure timely completion of employee lifecycle activities.
- Identify gaps in existing employee processes and recommend improvements to enhance employee experience and operational efficiency.




- Ensure adherence to established HR policies, SOPs and governance requirements.

2. Workforce Planning & Business Partnering :

- Partner with BU Leads and business managers to understand current and future workforce requirements.

- Develop workforce plans aligned with business growth, revenue targets, productivity expectations and organizational priorities. :

- Identify current and future capability requirements, critical roles and potential workforce gaps.

- Work closely with Talent Acquisition to translate approved workforce plans into effective hiring priorities. :

- Monitor workforce metrics including headcount, attrition, productivity, hiring requirements and talent availability.

Provide data-driven HR insights and recommendations to BU leadership.

3. Performance Management & Talent Development :

- Drive the performance-management cycle for assigned Business Units, including goal setting, performance reviews, feedback, calibration and performance improvement interventions.

- Partner with BU Leads and managers to ensure KRAs/KPIs are aligned with business objectives. :

- Identify high-potential employees and critical talent within the respective Business Units. Facilitate talent reviews and support development plans for employees. :

- Identify capability gaps and partner with Learning & Development to design relevant development interventions.





- Support managers in building a culture of continuous feedback, accountability and performance excellence.

4. Organizational Design & Change Management :

- Partner with BU leadership on organizational structure, role clarity, span of control and workforce effectiveness.

- Support organizational restructuring and changes arising from business growth, new initiatives, technology or evolving business requirements. :

- Evaluate people-related implications of organizational changes and recommend appropriate interventions.

- Support managers and employees through organizational transitions while maintaining transparency, engagement and business continuity. :

- Identify opportunities to improve organizational effectiveness, productivity and employee capability.

5. Employee Relations & Engagement : Act as a trusted HR advisor to BU Leads, managers and employees on employee related matters.

- Manage employee relations issues objectively, consistently and in accordance with V Group policies and applicable requirements.

- Drive employee engagement initiatives based on business and employee needs. :

- Conduct and support structured interventions such as employee connects, skip level interactions, engagement forums and manager connects. :

- Identify early warning indicators of disengagement or attrition and work with managers to implement appropriate interventions.

- Promote a culture of accountability, collaboration, inclusion and high performance.

6. Succession Planning & Talent Continuity :

- Develop and maintain succession plans for critical roles within assigned Business Units.

- Identify critical positions, high-potential employees and potential successors in partnership with BU Leads. :

- Assess readiness and d

📌 HRbp/hr Operations (Bhopal)
🏢 V Group Consultancy and IT Services
📍 Bhopal