This is a remote position. HR Business Partner (HRBP) Remote (India) | Full-time Also searched as: Senior HR Business Partner, HRBP, HR Manager, Deputy Manager
- HR Could you build the systems for India's people function while taking on the hardest matters yourself? On a typical day you might coach a manager through a performance conversation they have been avoiding, go over turnover figures after lunch, and close a leaver's paperwork by day's end. About Contour We operate across three brands. The India team, which falls under the Global Enablement and Support pillar, is the global capability centre (GCC) Contour is building: it runs delivery, automation, people, and operations for the whole organisation. The Kind of People Who Thrive Here Contour started in 2020 as one classroom in a university library. In 2022 three full-time team members ran the business on Monday.com. Today we are about 500 people across Australia and India, and much of what we run was built by someone who noticed it was missing. The work matters. More than 10,000 students rely on what we build, from the booklets they study from to the systems their families pay through. The people who do well here care about that and want to know their work made a difference to those students. They own their work end to end, start things without being asked, and finish what they commit to. They tell the truth early, including when something is off and what they have already tried, and write decisions down so the next person can pick them up. They give direct feedback and ask for it back. The pace is fast. Small problems are fixed the same week, bigger ones within the six-week cycle, and whoever spots the problem usually gets to lead the fix. We keep refining how we work, and you are expected to improve the processes you own. We hire on what you have built and run yourself, and growth works the same way. Time with us counts, but scope, title and pay move with what you deliver and how much you raise the bar on what you own. The GCC is growing faster than the people function behind it. This is the seat that closes that gap. About This Role You are the first dedicated people owner for Contour in India. You partner with the business: you know how it delivers, strengthen managers, and work from data. Underneath is the HRBP core: employee relations, exits and compliance. You calibrate across the org and design the process underneath, and you support line managers, who rate their own people and hold the hard conversations themselves. The VP of Global Enablement and Support approves anything where pay or level attaches, and owns org design, headcount and band architecture. The Head of People and Culture in Australia sets the global standard you localise. Everything else is yours. There is no central HR desk. You work directly with the pod leads, the managers who run each team.



This is not a back-office function in a silo: you and the Talent Acquisition Lead operate as one. Two things separate a strong hire here from a competent one. First, you can take a termination through unsupervised, and the file stands up without anyone checking it. Second, you hold a position when your approver pushes back, and change it when they are right. You lead the People team, including a coordinator who looks after HRIS hygiene, onboarding and offboarding, bureau liaison and audit records. We want a player-coach who leads by example, not someone who only directs. You can do whatever you delegate, and you will do parts of it yourself, more in some weeks than others, whether that's a grievance, a POSH inquiry or a termination. Contour is scaling and hires for the long term: the scope of this seat grows with the platform, and what you deliver decides how fast. Nobody here yet answers why people leave, what that costs, which skills are lacking, or whether a disciplinary file would survive scrutiny. Where the work lives
• The HRIS: Rippling or Zoho People, with your say in the choice.
• The payroll bureau: an external firm handles payroll and statutory returns; the filing is theirs, the exposure stays with you. What You Will Do
• Partner with the business: Learn what the business needs over the next two quarters and agree the people agenda alongside the pod leads: capability, retention, succession for critical seats and the structure you recommend to the VP. The recruiting team fills the hiring that follows.
• Build training and development: Fix skill gaps with manager training, onboarding learning paths and development paths tied to the career ladder, and measure whether people improved. Pod leads teach what each role needs.
• Run people on data: Create the dashboards for headcount, attrition and time to productivity, and flag risks early.
• Take over formal employee relations and exits: Investigations, grievances, conflict and improvement plans, then exits through to full and final settlement. You help managers with the everyday issues and decide when a matter crosses the line.
• Handle the review and pay cycles: Design the mechanics, probation confirmations and promotions included, and moderate so a rating means the same thing whichever manager gives it. Apply the bands, keep salary structures within the Labour Codes wage rules, hold managers to a defensible position, and supply the India market numbers.
• Write the policies people work by:



Write and maintain the India employee handbook and the employment contracts, fixed-term ones for interns included, and close gaps against the Labour Codes, POSH and state registrations before an auditor finds them. Keep employee records within the Digital Personal Data Protection Act.
• Lift engagement and retention: Lead engagement surveys with follow-ups managers carry, and put on events people look forward to.
• Coach your people and plan the next hire: Give each person structured 1:1s and performance conversations, and decide what the next role should be as volume rises. If a better tool exists for something we are doing manually, make the case and we will back it. Requirements What You Need We weigh what you have built and run more than the years on your CV. You should be able to point to:
• A people plan you agreed with a business leader, and what changed for them because of it.
• A dashboard or people analysis you built, in Sheets, Excel or a BI tool, that leaders used to make a decision, and what it changed.
• A training or development programme you designed and delivered, and how you showed it worked.
• An India termination or contested investigation you handled yourself, with a file that survives legal reading.
• A calibration across several managers where you moved one off a rating they were attached to.
• A policy or engagement project you rolled out that people kept using, and how you knew it worked.
• A call you stood behind against someone senior and were right about, and one where you were wrong and changed it.
• Someone you managed directly, with the coaching record to show for it, even if it was one coordinator or analyst. You also know the statutory side (PF, ESI, gratuity, Labour Codes, POSH) well enough to audit where we stand. If you have delivered these, or can show us how you would here, apply. If you enjoy doing the work yourself, this seat will suit you; if your recent years have mostly been signing off other people's work, it may feel small. Nice to Have
• A compensation round run inside fixed ranges, defended with benchmarks.
• GCC or multi-country HR experience. What Good Looks Like
• Managers deliver their own hard news: they bring you in earlier and use the skills you taught.
• Early warning: compliance gaps, attrition patterns and flight risks show on your dashboards before they surface as an event.
• Survey scores rise: fewer of the people you most want to keep choose to go. Advantages Fully remote, anywhere in India, and comfortable working across the India and Australia time difference. Compensation is competitive and benchmarked to the role and your experience; we discuss it openly early in the process. Ready to build the people function India has never had? Apply.

📌 HR Business Partner (India)
🏢 Contour Education
📍 India