Key Responsibilities

- Strategic HR Business Partnering

- Partner with engineering leadership to understand business priorities, project roadmaps and organizational growth plans.
- Translate business and engineering requirements into people strategies and workforce plans.
- Advise leaders on organization design, team structures, role clarity and resource allocation.
- Drive organizational effectiveness, collaboration and accountability.
- Act as a trusted advisor to engineering managers on people-related matters.

2. Workforce Planning & Talent Acquisition
- Drive annual and quarterly workforce planning with engineering leaders and Talent Acquisition.
- Identify current and future talent requirements based on project milestones and technical skill requirements.
- Partner with TA teams to recruit niche engineering talent and leadership positions.
- Support hiring prioritization, workforce budgeting and resource optimization.
- Build talent pipelines through campus hiring, internships and internal mobility.

3. Performance Management & Talent Development
- Drive goal-setting, performance reviews, calibration and feedback processes.
- Align individual and team goals with organizational and project deliverables.
- Identify high-potential employees, critical talent and emerging leaders.
- Facilitate talent reviews, succession planning and career development.
- Coach managers on performance conversations and people management.

4. Employee Engagement, Retention & Culture
- Develop engagement and retention strategies for critical engineering talent.
- Conduct employee connect sessions, engagement surveys and exit interviews.




- Address employee feedback and improve team dynamics.
- Identify attrition risks and implement proactive retention strategies.
- Foster a culture of innovation, ownership, collaboration and accountability.

5. Organization Development & Change Management
- Support organizational restructuring, team expansion and leadership transitions.
- Identify organizational bottlenecks and capability gaps.
- Drive change management initiatives and process adoption.
- Strengthen engineering leadership and manager effectiveness.
- Promote internal mobility and cross-functional talent movement.

6. Learning, Capability Building & Career Progression
- Identify technical, behavioural and leadership capability gaps.
- Facilitate learning plans, mentoring and leadership development initiatives.
- Develop career frameworks, competency mapping and progression pathways.
- Encourage cross-functional exposure and development opportunities.
- Strengthen succession pipelines for critical engineering capabilities.

7. Compensation, Rewards & Retention Strategy
- Partner with C&B; teams on compensation benchmarking, salary reviews and promotions.
- Support retention planning for critical and high-performing talent.
- Provide inputs on compensation competitiveness and reward strategies.




- Ensure fairness and transparency in HR policies and practices.

8. Employee Relations & HR Governance
- Address employee concerns, workplace conflicts and disciplinary matters.
- Guide managers on HR policies, employee relations and documentation.
- Ensure consistent implementation of HR policies and statutory requirements.
- Manage employee lifecycle processes, including onboarding, transfers, promotions and exits.
- Coordinate with HR teams to ensure smooth HR operations.

9. HR Analytics & Business Insights
- Monitor workforce metrics, including headcount, attrition, hiring and employee engagement.
- Analyse workforce productivity, talent risks and resource utilization.
- Present periodic people reviews and actionable insights to leadership.
- Track HR initiative effectiveness and recommend improvements.
- Support manpower budgeting, headcount governance and people-cost optimization.

Qualifications & Experience
- Bachelor's or Master's degree in HR, Business Administration, Psychology or a related discipline.
- 8 years of progressive HR experience, preferably with solid HRBP exposure.
- Experience supporting Engineering, R&D;, Product Development, Technology or technical teams.
- Strong understanding of workforce planning, talent management, performance management and organizational development.
- Experience partnering with senior management and functional leaders.
- Excellent analytical, communication, influencing and stakeholder-management skills.
- Experience in aerospace, automotive, engineering, deep-tech or industrial technology will be an advantage

📌 Human Resources Business Partner (Hyderabad)
🏢 Corenza for HRs
📍 Hyderabad