Role Objective
- To act as a strategic HR Business Partner for the corporate office, partnering with business leaders and functional heads to translate business priorities into effective people practices. The role will drive employee engagement, employee relations, retention, performance and talent initiatives, and manage the employee lifecycle—including grievance handling and exit management—while ensuring fair, consistent and policy-aligned HR practices. Job Responsibilities
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• Partner with corporate function heads and people managers to understand business priorities, workforce needs and people-related challenges; provide practical HR solutions aligned with organizational goals.
• Act as the primary HR point of contact for employees and managers across assigned corporate functions, building trust and ensuring timely resolution of queries and concerns.
• Manage employee relations and grievance handling with fairness, confidentiality and consistency; investigate concerns, facilitate discussions and recommend appropriate corrective actions.
• Proactively identify employee engagement, morale and workplace climate issues through regular connects, feedback, surveys and analysis; coordinate interventions to strengthen the employee experience.
• Drive retention initiatives for critical talent and high performers by identifying attrition risks, conducting stay conversations and partnering with managers on targeted action plans.
• Own and coordinate exit management, including exit interviews, feedback analysis, documentation,



clearance and handover coordination; identify recurring themes and recommend retention or process improvements.
• Support performance management processes, including goal setting, review cycles, calibration discussions, performance improvement plans and manager guidance on performance-related matters.
• Partner with Talent Acquisition and business leaders on manpower planning, role requirements, internal mobility, onboarding and integration of new employees.
• Support talent reviews, succession planning, career development and identification of critical roles and employees in collaboration with functional leaders.
• Coach managers on people-management practices, communication, feedback, conflict resolution, team effectiveness and consistent application of HR policies.
• Ensure HR policies, procedures and employee lifecycle processes are implemented consistently; advise stakeholders on policy interpretation and escalate sensitive or high-risk matters appropriately.
• Coordinate with HR Operations, Payroll, Compensation & Perks, Learning & Development and other HR teams to ensure timely resolution of employee issues and seamless delivery of HR services.
• Track HR metrics such as attrition, retention, employee concerns, engagement actions, absenteeism and exit feedback; analyse trends and present actionable insights to leadership.
• Support organisational change, restructuring, role changes and communication initiatives with appropriate stakeholder alignment and employee support.
• Maintain accurate, confidential employee records and case documentation; ensure adherence to applicable employment requirements and internal governance standards

📌 Corporate HRBP (New Delhi)
🏢 Merino Group
📍 New Delhi