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hr business partner

Experian

<div>
 
 
 Company Description
 
 
 
 
 Experian unlocks the power of data to create opportunities for consumers, businesses and society. We gather and analyse data in ways others can't. We help individuals take financial control and access financial services, businesses make smarter decision and succeed, lenders lend more responsibly, and organisations prevent identity fraud and crime. For more than 125 years, we've helped consumers and clients prosper, and economies and communities flourish &ndash; and we're not done. Our 17,800 people in 45 countries believe the possibilities for you, and our world, are growing. We're investing in new technologies, experienced people and new ideas so we can help create a better tomorrow.
 
 
 
 
 Job Description
 
 
 
 
 We are hiring a Senior HR Business Partner to lead and execute the people strategy for our high-performing Product organisation across EMEA and APAC. This is a key role driving organisation effectiveness, leadership engagement, and delivering talent solutions that support innovation and scale in the region.
 
 
 The Senior HRBP will work closely with Product leaders to shape people plans connecting business priorities with future-fit workforce strategies, unlock leadership capability, and foster a culture of innovation, ownership, and focus. The role requires driving execution by collaborating with market HRBPs and GDC HR Teams. This role balances the strategic thinking and thrives on making business impact plans.
 
 
 We are looking for someone who brings strong HR partnership experience in product-centric, agile environments, and who can operate effectively across matrix structures and cultures.
 
 
 
 Strategic Business Partnering
 
 
 
 <ul>
 <li>
 Partner with the EMAP Product Leadership Team to align people strategy with business acceleration goals, focusing on productivity, capability, and engagement.
 </li>
 <li>
 Act as a coach and trusted advisor to senior leaders, helping them navigate transformation, evolving delivery models, and team performance challenges.
 </li>
 <li>
 Build workforce and org strategies that support sustainable scale, lean structures, and agile collaboration.
 </li>
 <li>
 Use data-driven insights (engagement, productivity, retention, talent health) to inform action and influence outcomes.
 
 
 </li>
 </ul>
 
 Execution &amp; Cross-HR Collaboration
 
 
 
 <ul>
 <li>
 Lead the rollout of people plans in partnership with Market and GDC HRBPs, ensuring global and regional initiatives are embedded effectively at the local level.
 </li>
 <li>
 Ensure clarity, consistency, and local adaptability in how people initiatives are implemented across regions.
 </li>
 <li>
 Translate strategic direction into actionable plans, with ownership for execution follow-through, monitoring, and improvement.
 </li>
 <li>
 Partner with cross-functional HR teams to coordinate delivery, remove blockers, and drive accountability.
 
 
 </li>
 </ul>
 
 Organisation Design &amp; Change
 
 
 
 <ul>
 <li>
 Support org design, structure alignment, and workforce planning to optimise team effectiveness and flow of work.
 </li>
 <li>
 Lead change management efforts, ensuring leaders and employees are well-supported through transitions and transformation initiatives.
 </li>
 <li>
 Bring clarity and simplification to operating models, team roles, and capability priorities.
 
 
 </li>
 </ul>
 
 Talent &amp; Capability Development
 
 
 
 <ul>
 <li>
 Shape and deliver talent strategies in partnership with leaders &ndash; including succession, mobility, and fit-for-future capability planning.
 </li>
 <li>
 Champion internal career growth and readiness by driving strong feedback, coaching, and development culture.
 </li>
 <li>
 Influence the design and delivery of leadership and team effectiveness programmes to support business needs.
 
 
 </li>
 </ul>
 
 
 Qualifications
 
 
 
 
 
 What You will Bring
 
 
 
 
 
 Experience
 
 
 
 
 <ul>
 <li>
 8+ years in HR Business Partnering or HR leadership roles, preferably in product, SaaS, or tech-driven environments.
 </li>
 <li>
 Proven success in a matrixed environment with cross-border teams and Global Development center model.
 </li>
 <li>
 Experience balancing strategic input with hands-on execution &ndash; landing plans through others across diverse markets.
 </li>
 <li>
 Strong background in organisation design, change management, and leadership coaching.
 </li>
 <li>
 Commercial fluency and ability to link people solutions directly to business impact
 
 
 </li>
 </ul>
 
 
 Mindset &amp; Capabilities
 
 
 
 
 <ul>
 <li>
 Strategic yet execution-oriented &ndash; able to connect the dots and deliver outcomes.
 </li>
 <li>
 Collaborative and highly effective at working across organisational and cultural boundaries.
 </li>
 <li>
 Strong communicator and influencer with presence and clarity at senior levels.
 </li>
 <li>
 Solutions-focused, proactive, and comfortable in high-complexity, fast-paced environments.
 </li>
 <li>
 Brings a mindset of continuous improvement, simplification, and focus.
 
 
 </li>
 </ul>
 
 
 Qualifications
 
 
 
 
 <ul>
 <li>
 Degree in Human Resources, Business, Psychology, or related field.
 </li>
 <li>
 Fluent in English (spoken and written).
 </li>
 <li>
 Willingness to travel occasionally within EMAP (~5%).
 
 
 </li>
 </ul>
 
 
 Additional Information
 
 
 
 
 
 Why Join Us
 
 
 
 This is a pivotal HR role supporting a high-impact Regional Product organisation. If you&rsquo;re passionate about scaling performance, simplifying complexity, and driving meaningful talent outcomes &ndash; this role gives you the platform and influence to do just that.
 
 
 Experian Careers - Creating a better tomorrow together
 
 
 Find out what its like to work for Experian by clicking here
</div>

Senior HR Business Partner

Hermès

<div>
 
 Major Responsibilities
 
 
 
 <ul>
 <li>
 Recruitment
 </li>
 <li>
 Liaises and supports departments for recruitment of key positions in accordance with the group budget agreement
 </li>
 <li>
 Develops and maintains relationship with recruitment channels such as employment agencies, universities and other recruitment sources
 </li>
 <li>
 Prepares offers, employment contracts and on-board arrangement on request,
 </li>
 <li>
 Manage key recruitment projects such as store opening, campus recruitment, internship programs etc.
 </li>
 <li>
 Onboarding, Training &amp; development
 </li>
 <li>
 Onboarding a new hire for integration into the company atmosphere and workflow.
 </li>
 <li>
 Work in collaboration with business and regional HR training team to identify training needs
 </li>
 <li>
 Recommends, develop and delivers appropriate management trainings and development programs to employees.
 </li>
 <li>
 Nominates staff to participate in corporate and regional training programs.
 </li>
 <li>
 Compensation &amp; benefits
 </li>
 <li>
 Adapts the compensation policy to the specific situations of each company and market (eg. Drives incentive schemes and improves existing)
 </li>
 <li>
 Coordinates salary surveys and benchmarks competitiveness of compensation and benefits in the region and develop and review salary structure
 </li>
 <li>
 Reviews and manages yearly salary, and other elements of pay performed maintaining internal and external pay equity
 </li>
 <li>
 Ensures payroll and staff benefits execution in accordance to audit requirements
 </li>
 <li>
 Accountable for all HR policies and procedures, ensuring that the policies &amp; procedures are designed, reviewed, monitored and implemented successfully to meet and support the department&rsquo;s needs. Identify gaps in existing HR policies and contribute to the development of new HR policies and procedures.
 </li>
 <li>
 Collects employee opinions and acts as bridge of communication between management and employees
 </li>
 <li>
 Recommends company activities such as team building activities, in house bonding projects and year end seminars
 </li>
 <li>
 Assists management in appropriate resolution of employee relations issues
 </li>
 <li>
 Maintains close working relationship with Paris HR and Regional HR
 </li>
 <li>
 Employee relations
 </li>
 <li>
 Form close partnership and provide consultation and advice to management on HR issues
 </li>
 <li>
 Equipe managers with appropriate tools and knowledge to effectively manage their people in line with people plans.
 </li>
 <li>
 Works with managers to monitor and manage employee relations issues.
 </li>
 <li>
 Talent management
 </li>
 <li>
 Coordinates and handles performance and development review process: identify high potential employees and young hopefuls and recommends development/training or career enhancement programs
 </li>
 <li>
 Provides guidance, timeline and coordinates the roll-out of Annual Performance Review exercise,
 </li>
 <li>
 Reports and Ad Hoc Projects
 </li>
 <li>
 Collects, consolidates and prepares all local, regional and corporate HR reports and other reports for HR planning,
 </li>
 <li>
 Handles and coordinates corporate HR projects such as Stock Option project, New Business Set up, Productivity Benchmark study, etc.
 </li>
 <li>
 HR Compliance
 </li>
 <li>
 Knowledge of employment and labor laws in India
 </li>
 <li>
 Work together with local ICO to define guidelines on HR related topics.
 
 
 </li>
 </ul>
 
 Skills And Knowledge
 
 
 
 <ul>
 <li>
 Good verbal and written communication skills.
 </li>
 <li>
 Able to liaise effectively with staff and managers at all levels of the organization.
 </li>
 <li>
 Able to influence, negotiate and persuade others.
 </li>
 <li>
 Able to analyze and resolve problems speedily and effectively.
 </li>
 <li>
 Excellent analytical and organizational skills.
 </li>
 <li>
 Knowledge of employment legislation, payroll and market practices applying it in appropriate circumstances
 </li>
 <li>
 Good understanding of training and development programs. Ability to deliver management programs when needed.
 
 
 </li>
 </ul>
 
 Personal Attributes
 
 
 
 <ul>
 <li>
 Empathetic approach.
 </li>
 <li>
 Excellent communication and interpersonal skills. Ability to get things done in co-operation with others, and as part of a team.
 </li>
 <li>
 Able to manage time effectively and prioritize tasks.
 </li>
 <li>
 Ability to work under pressure at times and effective at working to deadlines.
 </li>
 <li>
 Ability to work independently and to use own initiative with appropriate.
 </li>
 <li>
 Ability to use discretion.
 
 
 </li>
 </ul>
 
 Requirements &amp; Capabilities
 
 
 
 <ul>
 <li>
 Degree qualified in Human Resources or a related field
 </li>
 <li>
 At least 8 years Human Resources experience, preferably in luxury/retail or with a multinational company
 
 
 </li>
 </ul>
 "Cr&eacute;ateur, artisan et marchand d&rsquo;objets de haute qualit&eacute;, Herm&egrave;s est, depuis 1837, une maison fran&ccedil;aise, familiale et ind&eacute;pendante qui emploie pr&egrave;s de 25 185 collaborateurs dans le monde. Anim&eacute; par un esprit d&rsquo;entreprendre continu et une exigence constante, Herm&egrave;s cultive la libert&eacute; et l&rsquo;autonomie de chacun gr&acirc;ce &agrave; un management responsable. L&rsquo;entreprise perp&eacute;tue la transmission de savoir-faire d&rsquo;exception par un ancrage territorial fort dans le respect des hommes et de la nature &ndash; source de mati&egrave;res d&rsquo;exception. Seize m&eacute;tiers artisanaux irriguent la cr&eacute;ativit&eacute; de la maison dont les collections rayonnent dans pr&egrave;s 300 magasins dans le monde."
</div>

HR Business Partner

Glenmark Pharmaceuticals

<div>
 
 The position provides strategic HR Business partnership to the Business Leaders. It engages with senior leaders globally and influences the people and organization agenda, towards:
 
 
 
 
 <ul>
 <li>
 Developing, recommending and implementing human resources strategy and policy in support of business objectives
 </li>
 <li>
 Contributing to the management of change and the provision of business focus solutions in a fast moving environment
 </li>
 <li>
 Talent acquisition to ensure timely availability of talent
 </li>
 <li>
 Implementing a robust talent roadmap to ensure that people and organization does not fall behind business growth
 </li>
 <li>
 Managing employee relations
 </li>
 <li>
 Developing, recommending and implementing human resources strategy and policies in support of near term business objectives and long range plan.
 </li>
 <li>
 Responsible for design and delivery of engagement practices targeting employee retention and productivity through organizational framework on engagement. Curate programs specific for hi-potential talent.
 </li>
 <li>
 Develop, deploy and monitor a high touch Talent Management program, towards:
 </li>
 <li>
 Providing clear career path options for talent
 </li>
 <li>
 Individual development plan, specific to career path, to enable talent to grow professionally
 </li>
 <li>
 Monitor progress of talent development through a high touch framework, counsel / coach and course correct, where necessary.
 </li>
 <li>
 Develop and maintain an optional manpower financial strategy by analyzing current and future staffing needs, optimal organization structure and reviewing variances against plan
 </li>
 <li>
 Responsible for crafting focused learning and capability building programs to have future ready talent in alignment with department Long range plan.
 </li>
 <li>
 Leverage HR COEs to create best in class HR experience for talent across Learning &amp; Talent, Resourcing, Rewards and Employee engagement.
 </li>
 </ul>
 
 
 
 
 
 
 Educational Qualifications
 
 
 
 <ul>
 <li>
 Graduation in any discipline (preference for graduates in any discipline of psychology)
 </li>
 <li>
 MBA/Post Graduate Diploma in Human Resources or a related field such Master in Social Work, Master in Psychology (Full Time candidates preferred)
 </li>
 </ul>
 
 
 
 
 
 
 Experience
 
 
 
 <ul>
 <li>
 8+ years, preferably in global organizations, with large multi-faceted diverse teams.
 </li>
 </ul>
 
 
 
 
 
 
 Knowledge and Skills (
 
 
 
 Functional / Technical
 
 
 
 )
 
 
 
 
 Overall understanding of all aspects of HR such as Recruitment, Rewards Management, Performance Management, Employee Engagement, Talent Management. Familiarity with retention strategy and tools.
 
 
 
 
 
 
 
 Behavioural Attributes &amp; Competencies
 
 
 
 <ul>
 <li>
 High learning agility
 </li>
 <li>
 Innovation &amp;creativity
 </li>
 <li>
 Grit and resilience
 </li>
 <li>
 Strategic Thinking
 </li>
 <li>
 Collaboration
 </li>
 <li>
 Ability to take initiative
 </li>
 <li>
 Stakeholder Management
 </li>
 <li>
 Ability to create influence
 </li>
 <li>
 Business Acumen
 </li>
 </ul>
 
 
</div>

Manager/ Sr. Manager- HR Business Partner

Piramal Pharma Ltd

<div>
 
 Strategically align HR efforts to specific functional needs, including organization assessment and design, team effectiveness, addressing people issues, and identifying trends that contribute to the growth and competitiveness of the functions by partnering across various HR communities of excellence like Talent Acquisition, Learning &amp; Development, Talent Management, and Total Rewards.
 
 
 
 
 
 KEY STAKEHOLDERS: INTERNAL Employees, Corporate Function Heads, HR
 
 
 CMoEs KEY STAKEHOLDERS: EXTERNAL Candidates, Vendors, Consulting Firms
 
 
 
 
 
 REPORTING STRUCTURE:
 
 
 The role reports to Global Head Total Rewards &amp; AVP Human Resources
 
 
 
 
 
 QUALIFICATION:
 
 
 Full time MBA in Sales/Marketing from Premier BSchool
 
 
 
 
 
 EXPERIENCE:
 
 
 &bull;3 to 7 years of work experience in Human Resources Business Partnering for Corporate
 
 
 &bull;Must have worked closely with Senior Business Stakeholders including Vice Presidents and CXOs to align them and deliver HR Strategy
 
 
 
 
 
 CRITICAL QUALITIES
 
 
 &bull;Analytical Skills
 
 
 &bull;Decision making
 
 
 &bull;Excellence Senior Stakeholder Management
 
 
 &bull;Strong communication skills, building a strong working relationship with all stakeholders, and the ability to influence fact based and logical conclusions
 
 
 &bull;Demonstrate high levels of Ownership &amp; Accountability
 
 
 &bull;Ability to organize their work, plan well and prioritize based on impact on work
 
 
 &bull;Action oriented and results driven
 
 
 
 
 
 Key Roles/Responsibilities
 
 
 
 
 
 Workforce Planning
 
 
 &bull;Participate in workforce planning &amp; budgeting exercise for the assigned domain with focus on
 
 
 productivity and optimum utilization of employees
 
 
 
 
 
 Talent Acquisition
 
 
 &bull;Partner with the central Talent Acquisition team to attract and engage diverse talent for meeting
 
 
 the hiring requirements of the different functions
 
 
 &bull;Manage and report key metrics such as TAT and Quality of Hire
 
 
 
 
 
 Learning and Development
 
 
 &bull;Lead the annual learning needs identification exercise and execute capability development
 
 
 interventions for employees in line with business and individual needs
 
 
 &bull;Partner with learning team to create and implement plans for functional academies
 
 
 &bull;Monitor and influence participation in Group learning and development programs
 
 
 
 
 
 Talent Management
 
 
 &bull;Talent review, identification, competency assessment, closure on feedback and creation of
 
 
 individual development plans
 
 
 &bull;Support in building the talent pipeline for critical positions by developing robust career &amp;
 
 
 succession planning mechanisms, retention of key talent
 
 
 
 
 
 Performance Management
 
 
 &bull;Drive the goal setting and performance management process for the employees. Manage end to
 
 
 end year end assessment cycle with implementation of increments, promotions and performance
 
 
 pay plans
 
 
 &bull;Benchmarking of compensation, pay mix and benefits to provide a competitive total rewards
 
 
 offering to employees
 
 
 
 
 
 Communication and Engagement
 
 
 &bull;Drive and sustain engagement across functions through various HR programs and initiatives such
 
 
 as but not limited to bi annual engagement survey roll out and action planning, rewards and
 
 
 recognition, town hall, employee connect sessions, communication meets and one on one check
 
 
 ins
 
 
 &bull;Connect with key stakeholders to understand people needs and provide desired support ,
 
 
 proactively sense and address employee grievances/concerns etc
 
 
 
 
 
 Continuous improvement
 
 
 &bull;Participate in continuous improvement projects
 
 
 &bull;Carry out benchmark surveys to map best HR practices / processes across industries and interact
 
 
 with senior stakeholders to incorporate those in current HR Systems, as appropriate
 
 
 &bull;Partner with Senior HR stakeholders to implement organization wide HR change initiatives and
 
 
 partner with Business leaders to drive the same across the organization.
 
</div>

Senior Manager HR Business Partner (Central Partner Functions)

Traya

<div>
 
 
 Job Title:
 
 HR Business Partner (Retail)
 
 
 
 Location:
 
 Mumbai
 
 
 
 Job Type:
 
 Full-Time, Work From Office
 
 
 
 Experience Level:
 
 Mid-Level (4+ years)
 
 
 
 
 
 
 About Us
 
 
 
 Traya is an Indian direct-to-consumer hair care brand platform provides a holistic treatment for consumers dealing with hairloss. The Company provides personalized consultations that help determine the root cause of hair fall among individuals, along with a range of hair care products that are curated from a combination of Ayurveda, Allopathy, and Nutrition. Traya's secret lies in the power of diagnosis. Our unique platform diagnoses the patient&rsquo;s hair &amp; health history, to identify the root cause behind hair fall and delivers customized hair kits to them right at their doorstep. We have a strong adherence system in place via medically-trained hair coaches and proprietary tech, where we guide the customer across their hair growth journey, and help them stay on track.
 
 
 
 
 
 
 Our Vision:
 
 
 
 Traya was created with a global vision to create awareness around hair loss, de-stigmatise it while empathizing with the customers that it has an emotional and psychological impact. Most importantly, to combine 3 different sciences (Ayurveda, Allopathy and Nutrition) to create the perfect holistic solution for hair loss patients.
 
 
 
 
 
 
 The Founders:
 
 
 
 Founded by
 
 Saloni Anand
 
 , a techie-turned-marketeer and
 
 Altaf Saiyed
 
 , a Stanford Business School alumnus.
 
 
 
 
 
 
 About the Role:
 
 
 
 We are looking for a dynamic and hands-on HR Business Partner who will independently manage the entire employee lifecycle for our field-based teams across different business units. This includes everything from hiring to onboarding, employee engagement, performance management, and exits.
 
 
 This is a high-impact, individual contributor role to begin with, with a plan to expand the team under this position as the business scales.
 
 
 
 Key Responsibilities
 
 
 
 HR Partnering &amp; Execution
 
 <ul>
 <li>
 Act as a HR partner to business leaders across Traya&rsquo;s on-ground and operational teams
 </li>
 <li>
 Own and execute core HR processes from hiring, onboarding, performance cycles, engagement, retention, and offboarding
 </li>
 <li>
 Advise managers on team structure, capability gaps, and org effectiveness
 </li>
 </ul>
 
 
 
 
 
 Recruitment &amp; Onboarding
 
 
 <ul>
 <li>
 Drive end-to-end hiring for customer-facing and field roles, managing sourcing pipelines, vendor partners, and hiring SLAs
 </li>
 <li>
 Innovate sourcing strategies for scale hiring while maintaining quality
 </li>
 <li>
 Ensure seamless onboarding and Day 1 experience
 </li>
 </ul>
 
 
 
 
 
 Employee Experience &amp; ER
 
 
 <ul>
 <li>
 Be the first line of connect for field employees to resolve issues and build trust
 </li>
 <li>
 Conduct regular field visits, one-on-ones, and skip-level connects
 </li>
 <li>
 Lead initiatives to improve employee satisfaction and reduce attrition
 </li>
 </ul>
 
 
 
 
 
 HR Operations &amp; Data-Backed Insights
 
 
 <ul>
 <li>
 Maintain HR dashboards for headcount, hiring, attrition, and compliance
 </li>
 <li>
 Use data to proactively identify red flags and recommend interventions
 </li>
 <li>
 Ensure timely documentation, policy compliance, and grievance redressal
 </li>
 </ul>
 
 
 
 
 
 On-Ground Presence
 
 
 <ul>
 <li>
 Travel to field locations regularly to conduct audits, employee check-ins, and ensure policy and culture alignment
 </li>
 <li>
 Drive consistency and transparency in how HR practices are experienced across geographies
 </li>
 </ul>
 
 
 
 
 
 What We&rsquo;re Looking For
 
 
 <ul>
 <li>
 4+ years of post-MBA experience in a generalist or HRBP role, ideally in retail, healthcare, QSR, or distributed workforce setups.
 </li>
 <li>
 Strong ownership mindset with proven ability to operate independently
 </li>
 <li>
 Confident communicator with high empathy and stakeholder handling skills
 </li>
 <li>
 Execution-focused with a bias for action and comfort with frequent travel
 </li>
 <li>
 Strong grasp of core HR systems, people analytics, and compliance frameworks.
 </li>
 </ul>
</div>

Human Resources Business Partner(Retail)

Tata Communications

<div>
 
 About The Company
 
 
 
 Tata Communications Redefines Connectivity with Innovation and IntelligenceDriving the next level of intelligence powered by Cloud, Mobility, Internet of Things, Collaboration, Security, Media services and Network services, we at Tata Communications are envisaging a New World of Communications
 
 
 
 Job Description
 
 
 
 <ul>
 <li>
 Responsible for implementation of HR initiatives, policies and processes related to recruitment, employee engagement, learning &amp; development, and talent management and to improve business outcome. This is an operational role, responsible for delivering results that have direct impact on the achievement of results within the business.
 
 
 </li>
 </ul>
 
 Responsibilities
 
 
 
 <ul>
 <li>
 Facilitate talent review and calibration sessions with business leaders.
 </li>
 <li>
 Prepare Annual Operating Plan (AOP) for sub functions within a business unit and per quarter outlook projections based on business needs, projected attrition, and expected location movements.
 </li>
 <li>
 Track adherence to manpower budget and take corrective actions in case of deviations.
 </li>
 <li>
 Facilitate roll out of ESAT roadmap for business and effective implementation of plan.
 </li>
 <li>
 Implement key projects in the areas of Talent management, winning mix/ diversity, retention &amp; attrition management at workplace and various other areas to ensure best employee experience.
 </li>
 <li>
 Initiate and manage HR projects and initiatives, monitor progress, and make course corrections if required.
 </li>
 <li>
 Create &amp; review analysis on various factors like employee engagement, attrition, headcounts, etc to arrive at HR initiatives within the business.
 </li>
 <li>
 Partner with HR COE to drive implementation of talent management practices.
 
 
 </li>
 </ul>
 
 Minimum Qualification &amp; Experience
 
 
 
 Relevant experience in HR
 
 
 Desired Skill sets
 
 
 Cross cultural sensitivity
 
 
 <ul>
 <li>
 Ability to understand the business &amp; key requirements.
 </li>
 <li>
 Adept at using HR technologies and tools for data analytics and solutioning.
 </li>
 <li>
 Demonstrated analytical thinking, problem solving, and decision-making skills.
 </li>
 <li>
 Outstanding interpersonal and communication skills, both verbal and written.
 </li>
 <li>
 Account management and sales experience
 </li>
 <li>
 Demonstrable ability to create and give business &amp; technical presentations and demos.
 </li>
 <li>
 Demonstrated experience in gathering and understanding customer business requirements.
 </li>
 </ul>
</div>

Assistant Manager - Business HR

BlackRock

<div>
 
 About This Role
 
 
 
 
 About the Role
 
 
 
 As Director of Talent, Culture &amp; Learning for India, you will lead the transformation of the workforce experience across the India platform, aligning global talent priorities with local execution. This role is pivotal in shaping a future-ready organization, embedding inclusive leadership, and accelerating career development for high-potential talent.
 
 
 You will operate as a senior member of both the APAC Talent &amp; Culture Team and the India HR Team, serving as a strategic thought partner to business leaders, a coach to HR colleagues, and a catalyst for operational and cultural excellence and innovation.
 
 
 
 Key Responsibilities
 
 
 
 
 Strategic Talent Leadership
 
 
 
 <ul>
 <li>
 Architect and implement a multi-year talent strategy aligned with BlackRock&rsquo;s 2030 vision and India&rsquo;s business growth
 </li>
 <li>
 Build leadership cohorts and succession pipelines to ensure long-term organizational resilience
 </li>
 <li>
 Accelerate career development for key talent segments through targeted programs and pathways.
 
 
 </li>
 </ul>
 
 Enterprise Collaboration &amp; Stakeholder Engagement
 
 
 
 <ul>
 <li>
 Act as a connector across APAC and global teams, co-creating talent solutions with HRBPs, business leaders, and Centers of Excellence.
 </li>
 <li>
 Be a thought partner to the Country Manager and local ExCo
 </li>
 <li>
 Ensure alignment of India initiatives with global Talent &amp; Culture strategies
 </li>
 <li>
 Represent India&rsquo;s talent agenda in internal and external forums.
 </li>
 <li>
 Foster trust and alignment across diverse stakeholder groups.
 
 
 </li>
 </ul>
 
 Leadership Development &amp; Learning
 
 
 
 <ul>
 <li>
 Sponsor and deliver high-impact programs such as the India Leadership Forum leveraging cutting edge thinking
 </li>
 <li>
 Expand leadership engagement through experiential learning and coaching platforms &ndash; be ready to ideate and execute simultaneously.
 </li>
 <li>
 Amplify BlackRock&rsquo;s scalable learning offerings to support platform opportunities and lead the build out of a learning solutions team.
 </li>
 <li>
 Lead and provide oversight to talent and culture focused teams in India
 
 
 </li>
 </ul>
 
 Operational Oversight &amp; Strategic Execution
 
 
 
 <ul>
 <li>
 Lead the delivery of annual operating plans with measurable impact on talent development, client solutions, and business outcomes.
 </li>
 <li>
 Provide expert guidance on emerging trends, risk mitigation, and strategic opportunities.
 
 
 </li>
 </ul>
 
 People Management
 
 
 
 <ul>
 <li>
 Support the growth of the India Talent &amp; Culture team and provide strategic leadership across HR.
 
 
 </li>
 </ul>
 
 Qualifications &amp; Experience
 
 
 
 <ul>
 <li>
 A minimum of 15 years of progressive HR experience with deep expertise in Talent Management, Leadership Development, and Talent advisory.
 </li>
 <li>
 Proven success in leading large-scale initiatives in complex, matrixed, and multicultural environments.
 </li>
 <li>
 Strong business acumen and ability to influence at all levels.
 </li>
 <li>
 Exceptional communication, facilitation, coaching and stakeholder management skills.
 </li>
 <li>
 Demonstrated ability to lead through ambiguity, drive change, and deliver results.
 </li>
 <li>
 Passion for building inclusive cultures and developing future-ready leaders.
 
 
 </li>
 </ul>
 
 Our Benefits
 
 
 
 To help you stay energized, engaged and inspired, we offer a wide range of benefits including a strong retirement plan, tuition reimbursement, comprehensive healthcare, support for working parents and Flexible Time Off (FTO) so you can relax, recharge and be there for the people you care about.
 
 
 
 Our hybrid work model
 
 
 
 BlackRock&rsquo;s hybrid work model is designed to enable a culture of collaboration and apprenticeship that enriches the experience of our employees, while supporting flexibility for all. Employees are currently required to work at least 4 days in the office per week, with the flexibility to work from home 1 day a week. Some business groups may require more time in the office due to their roles and responsibilities. We remain focused on increasing the impactful moments that arise when we work together in person &ndash; aligned with our commitment to performance and innovation. As a new joiner, you can count on this hybrid model to accelerate your learning and onboarding experience here at BlackRock.
 
 
 
 About BlackRock
 
 
 
 At BlackRock, we are all connected by one mission: to help more and more people experience financial well-being. Our clients, and the people they serve, are saving for retirement, paying for their children&rsquo;s educations, buying homes and starting businesses. Their investments also help to strengthen the global economy: support businesses small and large; finance infrastructure projects that connect and power cities; and facilitate innovations that drive progress.
 
 
 This mission would not be possible without our smartest investment &ndash; the one we make in our employees. It&rsquo;s why we&rsquo;re dedicated to creating an environment where our colleagues feel welcomed, valued and supported with networks, benefits and development opportunities to help them thrive.
 
 
 For additional information on BlackRock, please visit @blackrock | Twitter: @blackrock | LinkedIn: www.linkedin.com/company/blackrock
 
 
 BlackRock is proud to be an Equal Opportunity Employer. We evaluate qualified applicants without regard to age, disability, family status, gender identity, race, religion, sex, sexual orientation and other protected attributes at law.
</div>

Director, Talent & Culture

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