HR Business Partner

• 
  Lead a comprehensive review of RM India's organizational structure to optimize for hybrid collaboration and scale, aiming to increase the operational efficiency.
• Develop a 3-year workforce roadmap detailing critical future skills and reducing leadership/ critical hiring time.
• Identify high-potential talent across business units and implement tailored development plans to strengthen the internal leadership pipeline.
• Collaborate with stakeholders to ensure timely completion of annual HR cycle deliverables, such as Performance Management check-ins, Annual Salary review, Rewards and Recognition programs, Bonus Payouts, Payroll, etc.
• Conduct a full review of HR policies to ensure adherence to the Indian labour laws and hybrid work trends, ensuring the workforce remains protected and compliant.
• Work with People Directors and Functional Heads to review/develop policies, programs, and solutions, design and govern a localized rewards and recognition framework that incentivizes high performance and reinforces RM’s core values.
• Deploy predictive models to identify turnover risks, implementing targeted intervention plans to reduce unmanaged attrition.
• Launch initiatives to enhance cross-functional collaboration, morale, and employee well-being.
• Serve as the lead HR architect for organizational change, ensuring transparency and psychological safety during periods of growth or restructuring.
• Manage high-stakes employee relations issues with confidence, ensuring legal compliance.
• Partner with the L&D Lead to implement reskilling initiatives for market competitiveness.

Strategic Leadership: 12 - 15+ years of HR experience, with at least 10 years in a HRBP role within a multinational environment.

India Market Expertise: Proven track record of managing HR operations specifically within India, including deep knowledge of local labor laws, POSH compliance, and statutory regulations.

Change Management: Demonstrable experience leading organizational design, large-scale transformations, or culture-shaping initiatives.

HR Cycle Mastery: Expert-level management of annual cycles (Merit/Bonus, Performance Reviews, Benefits, and Payroll governance).

Employee Relations: Mastery in resolving high-stakes grievances and navigating sensitive legal/compliance issues.

Workforce Planning: Advanced skills in headcount forecasting and talent pipelining for critical / leadership roles.

Commercial Acumen: Ability to translate business financial goals into actionable people strategies.

Influence & Negotiation: Skilled at building consensus and driving the HR agenda across diverse stakeholder groups.

Emotional Intelligence: High EQ for mediation, conflict resolution, and fostering a culture of psychological safety.

Qualifications

Education: MBA or Master’s in Human Resources (HRM) or a related field.

Certification: Preferred senior certifications such as SHRM-SCP, SPHR, or CIPD Level 7.