Human Resources Business Partner

Job Title - HR Business Partner (HRBP)

Key Responsibilities -

Strategic Partnership -

- Partner with senior leadership to understand business strategy and translate into HR plans.

- Workforce planning including forecasting, succession planning.

- Contribute to or lead organizational design (structure, roles, competencies) to support business needs.

Employee Relations & Engagement -

- Address grievances, conflict resolution, disciplinary actions.

- Maintain high levels of engagement and morale. Use surveys, feedback, action plans.

- Cultivate company culture, values, inclusion & diversity.

Change & Organizational Development -

- Lead or support change initiatives (process changes, structure, growth).

- Diagnose organizational issues and design interventions.

HR Policy, Compliance & Operations -

- Ensure compliance with labor laws, regulations, policies.

- Implement / update HR policies & standard operating procedures.

- Oversee HR operations: staffing, onboarding, offboarding, HRIS, reporting.

Analytics & Reporting

- Track HR metrics (turnover, retention, performance, engagement etc). Analyze trends and make recommendations.

- Use data to drive decisions: identify problem areas, quantify impact of HR initiatives.

Qualifications & Experience -

Education - Bachelor’s degree in HR, Business Administration or related field. Master’s / MBA preferred.

Experience - Anywhere from 3 to 5 years in HR, with several years in HRBP or business partnering roles. Experience in multiple HR functions is a plus (recruitment, performance, employee relations etc.).

Skills & Competencies -

• Business acumen: understanding financial, commercial, operational realities.
• Strong communication & influencing skills — to partner with leaders and manage multiple stakeholders.
• Problem solving & analytical thinking — ability to work with data, metrics.
• Change management & adaptability — since business needs change often.
• Employee relations & conflict management — dealing with grievances, discipline etc.
• Leadership / coaching mindset — guiding managers, helping them with people issues.
• Tech‑savvy / familiarity with HR‑IS tools, reporting tools.