Key Responsibilities

1. 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.

1. 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.

1. 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.

1. 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.

1. 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.

1. 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.

1. 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.

1. 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.

1. 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 robust 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