Company: Eazymed Technologies Pvt. Ltd. (MrMed)

Website: https://www.mrmed.in

Location: Royapettah, Chennai

Work Mode: Work from Office

Working Days: Monday to Saturday

Department: Human Resources

Reporting To: Head – Human Resources

Experience: 5–8 Years

Joining Preference: Experience in startup, growth mindset and Immediate joiners preferred

About MrMed

MrMed is a Health-Tech and e-commerce company specializing in specialty and super-specialty medicines. Through its online pharmacy platform, MrMed focuses on making specialized medicines more accessible to patients through a reliable and convenient healthcare experience.

As a growing organization, we are focused on building robust teams, improving organizational capabilities and creating people practices that support business growth.

Role Overview

We are looking for a proactive and business-oriented HR Business Partner (HRBP) who can work closely with business leaders and function heads to strengthen people practices, improve organizational effectiveness and support business growth.

Reporting to the Head of HR, the HRBP will be responsible for managing the complete employee lifecycle, driving performance management, implementing OKRs, strengthening talent acquisition, developing employee capabilities and ensuring a productive and engaged workforce.

The ideal candidate should have hands-on experience in a startup or quick-growing organization, with the ability to work independently, manage multiple HR priorities and translate business requirements into effective people practices.

Key Responsibilities

1. Performance Management & OKRs

- Drive the end-to-end performance management process, including goal setting, mid-year reviews, annual appraisals and performance improvement plans.
- Work with functional heads to define, implement and track departmental and individual OKRs.
- Establish measurable performance metrics and KPIs across functions.
- Monitor performance outcomes and identify capability or performance gaps.
- Support managers in performance feedback, employee development and performance-related decisions.
- Ensure alignment between individual goals, departmental objectives and overall business priorities.

2. Talent Acquisition & Workforce Planning

- Manage end-to-end recruitment for Non-IT and business functions.
- Handle hiring across white-collar, blue-collar and grey-collar categories.
- Manage recruitment for Sales, Operations, Customer Support, Supply Chain, Finance, Administration and other business functions.
- Understand workforce requirements, prepare hiring plans and coordinate with hiring managers.
- Drive sourcing strategies through job portals, referrals, consultants, campus hiring and other channels.
- Monitor recruitment metrics such as Time to Hire, Cost per Hire, Offer-to-Joining Ratio and Hiring Fulfilment.
- Ensure effective candidate experience and timely closure of positions.

3.



Learning & Development (L&D;) and TNA

- Conduct Training Needs Analysis (TNA) across departments and identify individual and functional capability gaps.
- Develop and execute annual and quarterly training calendars.
- Plan and coordinate technical, functional, behavioural and managerial development programmes.
- Work with managers to create development plans and improve team capabilities.
- Measure training effectiveness through feedback, assessments and performance improvements.
- Identify high-potential employees and support succession planning and internal career development.

4. Employee Lifecycle Management

- Manage the complete employee lifecycle, from pre-boarding to exit.
- Oversee pre-boarding, onboarding, induction, probation reviews and confirmation processes.
- Establish structured onboarding programs and monitor the first 30, 60 and 90 days of employee experience.
- Conduct regular employee connect sessions and probation check-ins.
- Manage internal movements, promotions, transfers and employee transitions.
- Ensure smooth exit management, exit interviews, knowledge transfers and full and final coordination.

5. Employee Engagement & Organizational Development

- Plan and execute employee engagement initiatives, cultural events and recognition programs.
- Conduct employee satisfaction surveys, pulse surveys and feedback sessions.
- Analyze engagement trends and develop action plans to improve employee experience.
- Build a positive, accountable and performance-driven workplace culture.
- Support organization design, workforce planning and organizational development initiatives.
- Work on competency frameworks, career progression and leadership development.
- Drive initiatives that improve employee productivity, retention and organizational effectiveness.

6. Employee Relations & Conflict Management

- Act as a trusted point of contact for employees and managers on workplace matters.
- Address employee grievances, interpersonal conflicts and disciplinary issues.
- Support managers in handling attendance, conduct, behavioral and performance-related concerns.
- Conduct employee counselling and facilitate conflict resolution.
- Maintain confidentiality and ensure fair and consistent handling of employee matters.
- Support POSH compliance and employee awareness initiatives.

7. HR Operations & Compliance

- Ensure effective execution of HR policies, processes and standard operating procedures.
- Manage attendance, leave, payroll inputs,



employee records and HR documentation.
- Ensure compliance with applicable labor laws and statutory requirements.
- Coordinate PF, ESI, Professional Tax, gratuity and other statutory matters, as applicable.
- Maintain accurate HR MIS and dashboards for management reviews.
- Track HR metrics such as attrition, absenteeism, headcount, employee cost, retention and workforce productivity.
- Identify opportunities to automate and improve HR processes and employee self-service.

8. Business Partnering & Management Support

- Work closely with business heads and functional managers to understand business priorities and people-related challenges.
- Provide HR insights and recommendations to support business decisions.
- Participate in workforce planning, organization restructuring and resource optimization.
- Analyze people data and identify trends affecting productivity, retention and organizational performance.
- Support leadership in building effective teams and strengthening managerial capabilities.
- Translate business goals into actionable HR initiatives and measurable outcomes.
- Work closely with the Head of HR to implement HR strategies, policies and organizational initiatives.

Desired Skills & Competencies

- Strong understanding of HR Business Partnering and end-to-end HR practices.
- Excellent verbal and written communication skills.
- Good communication skills in English, Hindi and Tamil.
- Strong stakeholder management and interpersonal skills.
- Ability to influence and work closely with senior management and functional heads.
- Robust analytical, problem-solving and decision-making abilities.
- Ability to handle multiple priorities in a fast-paced startup environment.
- Strong ownership, execution and follow-up skills.
- Proficiency in MS Excel, Google Sheets, HRMS and HR reporting tools.

Qualification & Experience

- MBA / PGDM in Human Resources or equivalent qualification preferred.
- 5–8 years of overall HR experience, with relevant HRBP exposure.
- Prior experience working in a startup, e-commerce, Health-Tech, healthcare, retail or other fast-growing business environment is preferred.
- Hands-on experience in both strategic HR initiatives and day-to-day HR execution.
- Experience managing Non-IT hiring across white-collar, blue-collar and grey-collar categories is essential.

What We Expect

- Someone who can independently manage HR responsibilities rather than only coordinate activities.
- Someone who understands business requirements and connects people initiatives to business outcomes.
- Someone who can work closely with managers, challenge constructively and drive accountability.
- Someone who can build structured HR processes while adapting to the changing needs of a growing organization.
- Strong ownership, execution speed, communication and the ability to deliver measurable results.

📌 Human Resource Business Partner (Chennai)
🏢 Eazymed Technologies
📍 Chennai