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human resources business partner Jobs in Mangaluru

human resources business partner

hr business partner

hr partner, hr partner

hr shared services - global Jobs in Mangaluru

hr shared services - global

hrbp

Oracle

<div>
 
 
 1. About the Company/Team
 
 
 
 Oracle is a global leader in cloud technology and enterprise software, empowering businesses to innovate, scale, and transform. The HR Business Partnering team plays a critical role in enabling Oracle&rsquo;s business success by aligning people strategies with business priorities, fostering a culture of integrity, performance, and continuous improvement. The team partners closely with leaders to drive organizational effectiveness and employee engagement across the employee lifecycle.
 
 
 
 2. Job Summary
 
 
 
 The HR Business Partner (HRBP) serves as a strategic advisor to business leaders, ensuring a deep understanding of business objectives while delivering effective HR solutions. This role is responsible for managing complex employee relations matters, supporting HR strategy execution, driving process improvements, and enabling data-driven decision-making. The HRBP will independently lead initiatives, support special projects, and contribute to building scalable, high-impact HR practices aligned with Oracle&rsquo;s values and ethics.
 
 
 
 3. Key Responsibilities
 
 
 <ul>
 <li>
 Partner with business leaders to gain a comprehensive understanding of business needs, objectives, and workforce challenges.
 </li>
 <li>
 Advise and resolve complex HR and employee relations issues, including conducting investigations aligned with corporate ethics and values.
 </li>
 <li>
 Support the development and execution of HR strategies, identifying creative and practical approaches to meet business goals.
 </li>
 <li>
 Analyze business objectives and recommend improvements to HR policies, processes, and programs to enhance productivity and organizational effectiveness.
 </li>
 <li>
 Lead and support cross-functional HR projects and initiatives, serving as a project lead when required.
 </li>
 <li>
 Create, analyze, and present reports on key aspects of the employee lifecycle to enable data-driven business decisions.
 </li>
 <li>
 Develop and maintain strong relationships with internal stakeholders and external partners.
 </li>
 <li>
 Lead the development of communication and collateral materials supporting HR initiatives.
 </li>
 <li>
 Train, mentor, and provide guidance to junior team members as needed.
 </li>
 <li>
 Perform additional duties aligned with the role and organizational priorities.
 </li>
 </ul>
 
 
 4. Qualifications &amp; Skills
 
 
 
 
 Mandatory
 
 
 <ul>
 <li>
 Proven experience in an HR Business Partner or equivalent strategic HR role.
 </li>
 <li>
 Strong capability in managing complex employee relations cases and workplace investigations.
 </li>
 <li>
 Demonstrated experience partnering with business leaders and influencing decision-making.
 </li>
 <li>
 Solid understanding of HR policies, procedures, and employee lifecycle management.
 </li>
 <li>
 Strong analytical skills with experience creating and interpreting HR reports and metrics.
 </li>
 <li>
 Excellent communication, stakeholder management, and relationship-building skills.
 </li>
 <li>
 Ability to independently lead projects and manage multiple priorities.
 </li>
 </ul>
 
 
 Good-to-Have
 
 
 <ul>
 <li>
 Experience working in a global or matrixed organization.
 </li>
 <li>
 Exposure to HR transformation, change management, or strategic workforce initiatives.
 </li>
 <li>
 Experience using HR systems and analytics tools (e.g., Oracle HCM or similar platforms).
 </li>
 <li>
 Prior experience mentoring or coaching HR team members.
 </li>
 </ul>
 
 
</div>

Senior Human Resources Manager(HRBP)

Tata Consumer Products

<div>
 
 
 Key Deliverables for the Role
 
 
 
 
 1. Financial Outcomes
 
 
 
 
 a. Resourcing: Strategic Talent Acquisition &amp; Insourcing
 
 
 <ul>
 <li>
 Support hiring for the Integrated Hiring function.
 </li>
 <li>
 Drive large-scale external hiring and structured insourcing to build a future-ready workforce for the Global Capability Centre (GCC).
 </li>
 <li>
 Partner with Talent Acquisition (TA) and Talent Management (TM) to ensure optimized hiring turnaround times (TAT) and seamless onboarding of niche skill sets critical for GCC operations.
 </li>
 <li>
 Champion creation of a robust talent pipeline through proactive sourcing, market intelligence, and capability mapping aligned to global standards.
 </li>
 </ul>
 
 
 b. Performance Evaluation Framework
 
 
 <ul>
 <li>
 Support overall performance management for the unit.
 </li>
 <li>
 Design and implement performance-based evaluation metrics for off-roll employees to enable transparent and timely conversion to on-roll status.
 </li>
 <li>
 Leverage this framework to enable rewards and recognition effectively.
 </li>
 <li>
 Establish governance around conversion criteria (productivity, quality, compliance, cultural alignment) supported by digital dashboards for real-time tracking.
 </li>
 </ul>
 
 
 c. Digital Enablement &amp; Analytics
 
 
 <ul>
 <li>
 Leverage HR technology platforms for data-driven decision-making on hiring, conversion, and workforce optimization.
 </li>
 <li>
 Embed analytics to monitor KPIs such as hiring efficiency, conversion success rates, and diversity representation.
 </li>
 </ul>
 
 
 
 
 
 2. Customer Service
 
 
 <ul>
 <li>
 Lead workforce engagement strategies to foster a high-performance culture across diverse business teams.
 </li>
 <li>
 Drive structured engagement interventions to capture organizational pulse and translate feedback into actionable plans.
 </li>
 <li>
 Maintain consistent touchpoints through one-on-one and group interactions to surface issues and co-create solutions.
 </li>
 <li>
 Manage complex employee relations, including disciplinary matters and grievance redressal, with empathy and rigor.
 </li>
 <li>
 Design and implement organizational change initiatives and restructures with minimal disruption.
 </li>
 <li>
 Champion Diversity, Equity &amp; Inclusion (DEI) through targeted programs and inclusive practices.
 </li>
 <li>
 Expand engagement scope to include cross-functional teams for better collaboration.
 </li>
 <li>
 Engage senior stakeholders with accountability and strategic insight, focusing on leadership development and succession planning.
 </li>
 <li>
 Tailor engagement approaches for multiple entities (e.g., Capital Foods, Soulfull) while maintaining consistency in enterprise-wide practices.
 </li>
 </ul>
 
 
 
 
 
 3. Internal Processes
 
 
 
 
 a. Build a High-Energy GCC Culture
 
 
 <ul>
 <li>
 Lead engagement strategies to create a vibrant, collaborative, and high-performance environment.
 </li>
 <li>
 Drive interventions like pulse surveys, floor walks, and digital feedback loops.
 </li>
 <li>
 Maintain consistent touchpoints through one-on-one connects, team huddles, and forums.
 </li>
 </ul>
 
 
 b. Positive Energy on the Floor
 
 
 <ul>
 <li>
 Design initiatives fostering belonging, recognition, and motivation (e.g., themed engagement days, learning circles, innovation challenges).
 </li>
 <li>
 Embed a culture of appreciation and transparency through recognition platforms and real-time feedback.
 </li>
 </ul>
 
 
 c. Employee Relations &amp; Change Management
 
 
 <ul>
 <li>
 Manage employee relations with empathy and rigor.
 </li>
 <li>
 Lead organizational change initiatives with minimal disruption.
 </li>
 <li>
 Champion DEI through targeted programs aligned with global standards.
 </li>
 </ul>
 
 
 d. Cross-Functional Collaboration &amp; Leadership Engagement
 
 
 <ul>
 <li>
 Strengthen collaboration across finance, analytics, and digital teams.
 </li>
 <li>
 Engage senior stakeholders on succession planning and capability building.
 </li>
 </ul>
 
 
 e. Multi-Entity Integration
 
 
 <ul>
 <li>
 Tailor engagement approaches for integrated entities while maintaining governance and scalability.
 </li>
 </ul>
 
 
 
 
 
 4. Innovation and Learning
 
 
 <ul>
 <li>
 Build global capabilities through learning initiatives aligned with GCC strategy.
 </li>
 <li>
 Co-create scalable programs with leaders to embed learning into workflows.
 </li>
 <li>
 Foster continuous learning through cohort-based interventions and communities of practice.
 </li>
 </ul>
 
 
 
 
 
 Critical Success Factors
 
 
 <ul>
 <li>
 Master&rsquo;s degree in General Management / Human Resources.
 </li>
 <li>
 3&ndash;8 years of relevant work experience.
 </li>
 <li>
 Stakeholder management experience in complex ecosystems.
 </li>
 <li>
 Strong business acumen and deep understanding of strategic people processes.
 </li>
 <li>
 Experience partnering with senior business leaders to drive the people agenda.
 </li>
 <li>
 Strong analytical and business communication skills, stakeholder engagement, and collaborative mindset.
 </li>
 <li>
 Familiarity with GCC industry.
 </li>
 </ul>
 
 
</div>

Manager HRBP - Integrated Finance

Lowe's India

<div>
 
 
 About Lowe&rsquo;s
 
 
 
 
 
 
 
 Lowe&rsquo;s is a FORTUNE&reg; 100 home improvement company serving approximately 16 million customer transactions a week in the United States. With total fiscal year 2024 sales of more than $83 billion, Lowe&rsquo;s operates over 1,700 home improvement stores and employs approximately 300,000 associates. Based in Mooresville, N.C., Lowe&rsquo;s supports the communities it serves through programs focused on creating safe, affordable housing, improving community spaces, helping to develop the next generation of skilled trade experts and providing disaster relief to communities in need. For more information, visit Lowes.com.
 
 
 
 
 
 
 About the Team
 
 
 
 
 
 
 The Associate Relations (AR) team at Lowe&rsquo;s India partners with HRBPs and leaders to foster a fair, transparent, and engaging workplace. The team supports associates and leaders through thoughtful case management, proactive guidance, and policy enhancement, ensuring every interaction strengthens trust and alignment with organizational values. By listening to associate voices and sharing actionable insights, AR drives continuous improvement, nurtures positive experiences, and enables a high-performance culture.
 
 
 
 
 
 
 Job Summary:
 
 
 
 
 
 
 The Senior Analyst &ndash; Associate Relations is a trusted advisor to associates, HRBPs, and business leaders, with accountability for driving complex associate relations (AR) cases, enhancing organizational culture, and shaping policies and processes that enable a compelling associate experience. This role goes beyond execution by influencing outcomes, independently managing sensitive cases, and designing scalable frameworks that strengthen Lowe&rsquo;s associate engagement strategy.
 
 
 As a member of the India Associate Relations team under the HRBP function, you will provide subject matter expertise and deliver insights that guide leaders toward proactive associate relations interventions.
 
 
 
 
 
 
 
 
 
 Roles &amp; Responsibilities:
 
 
 
 
 
 
 
 Core Responsibilities:
 
 
 
 
 
 <ul>
 <li>
 Serve as a subject matter expert in Associate Relations, ensuring seamless experiences for associates and leaders.
 </li>
 <li>
 Independently manage mid-to-complex AR cases, including grievance redressals, PIPs, disciplinary actions, and escalations, partnering with Legal as needed.
 </li>
 <li>
 Act as a key advisor to HRBPs and CoEs on associate life cycle interventions, policies, and organizational culture.
 </li>
 <li>
 Counsel leaders and associates on HR policies and practices, balancing empathy with business needs and compliance.
 </li>
 <li>
 Drive efficiency and productivity by identifying process gaps, recommending automation opportunities, and implementing scalable SOPs.
 </li>
 <li>
 Design frameworks and success measures for critical AR activities, ensuring continuous improvement and alignment to organizational goals.
 </li>
 <li>
 Lead efforts to analyze and interpret associate data (e.g., exit interview trends, skip connects, grievance patterns) and present actionable insights to leadership.
 </li>
 <li>
 Contribute to the expansion of AR scope by proactively identifying emerging associate needs and innovating processes.
 </li>
 <li>
 Coach and support Analysts within the team, building AR capability and ensuring knowledge sharing.
 </li>
 </ul>
 
 
 
 
 
 
 
 
 Years of Experience:
 
 
 
 
 
 <ul>
 <li>
 Minimum 4&ndash;6 years of experience in Associate Relations / HR Generalist role, with proven success in handling complex employee relations issues.
 </li>
 </ul>
 
 
 
 
 
 Education Qualification &amp; Certifications (optional)
 
 
 
 
 Required Minimum Qualifications
 
 :
 
 
 
 
 <ul>
 <li>
 Bachelor&rsquo;s degree
 </li>
 </ul>
 
 
 
 <ul>
 <li>
 Postgraduate in Human Resources or equivalent professional certification in Employee/Industrial Relations
 </li>
 </ul>
 
 
 
 
 
 Skill Set Required
 
 
 
 
 Primary Skills (Must have)
 
 
 
 
 
 <ul>
 <li>
 Proven expertise as an HR Generalist with specialization in Associate Relations.
 </li>
 <li>
 In-depth understanding of HR policies, labor/employment laws, and compliance requirements.
 </li>
 <li>
 Advanced skills in case management, conflict resolution, and stakeholder influence.
 </li>
 <li>
 Demonstrated ability to analyze data and provide actionable insights to business leaders.
 </li>
 <li>
 Strong facilitation and advisory skills with proven ability to influence outcomes at senior levels.
 </li>
 <li>
 Excellent communication (verbal and written) and interpersonal skills; adept at handling sensitive discussions with sensitivity and discretion.
 </li>
 <li>
 Proficiency in MS Office; experience with HRIS systems (e.g., PeopleSoft) is an advantage.
 </li>
 <li>
 Strong organizational skills, with a results-driven and continuous improvement mindset.
 </li>
 <li>
 Passion for creating a compelling associate experience and driving organizational culture.
 </li>
 <li>
 Ability to thrive in a high-profile, fast-paced, and ambiguous environment, demonstrating resilience and ownership.
 </li>
 <li>
 Ability to maintain a high level of confidentiality at all times.
 </li>
 </ul>
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 Lowe&rsquo;s is an equal opportunity employer and administers all personnel practices without regard to race, color, religious creed, sex, gender, age, national origin, mental or physical disability or medical condition, sexual orientation, gender identity or expression, marital status, military or veteran status, genetic information, or any other category protected under state or local law. Lowe&rsquo;s wishes to maintain appropriate standards and integrity in meeting the requirements of the Information Technology Act&rsquo;s privacy provisions.
 
 
</div>

Sr. Analyst - Associate Relations ( HRBP/Employee relations)

Ola Electric

<div>
 
 In this role, you will collaborate closely with business leaders to align HR initiatives with GTM objectives, fostering a high-performance culture and driving organizational effectiveness.
 
 
 - Collaborate with leadership to understand business goals and develop HR strategies that support growth and operational efficiency.
 
 
 - Communicating with recruiting teams to identify talent needs, develop job descriptions, and enhance hiring processes for GTM roles.
 
 
 - Implement training and development programs.
 
 
 - Collaborate with cross-functional teams (product, marketing, sales, customer success) to define and implement comprehensive GTM strategies.
 
 
 
 
 Qualifications:
 
 
 - Bachelor&rsquo;s degree in Human Resources, Business Administration, or related field; MBA or HR certification preferred.
 
 
 - 3 -7 years of HRBP experience, preferably in a GTM or sales-oriented environment.
 
 
 - Excellent communication and interpersonal skills.
 
 
 - Proven ability to work collaboratively in a fast-paced environment.
 
 <ul>
 <li>
 - Reporting and database management
 </li>
 </ul>
 
 
</div>

GTM HR Business partner

DigiCert

<div>
 
 
 
 Who we are
 
 
 
 
 
 We're a leading, global security authority that's disrupting our own category.&nbsp; Our encryption is trusted by the major ecommerce brands, the world's largest companies, the major cloud providers, entire country financial systems, entire internets of things and even down to the little things like surgically embedded pacemakers.&nbsp; We help companies put trust - an abstract idea - to work. That's digital trust for the real world.
 
 
 
 &nbsp;
 
 
 
 
 Job summary
 
 
 
 
 
 Are you a strategic thinker with a knack for driving organizational success through effective people practices? If so, we have an exciting opportunity for you! As a People Partner (HRBP), you'll be at the forefront of aligning our human resources strategies with business objectives, ensuring a high-performing and engaged workforce.
 
 
 
 
 As a People Partner supporting, you will be the bridge between our HR department and the business, promoting people-centric initiatives that foster growth and innovation. You will collaborate closely with leadership to shape our People strategy and lead the execution of vital HR programs. From workforce planning and succession planning to compensation, benefits, and development initiatives, your insights will drive positive change throughout the organization.
 
 
 
 &nbsp;
 
 
 
 
 What you will do
 
 
 
 <ul>
 <li>
 
 Provide professional counsel (not HR best practices for HR sake) to the business and help set the People priorities. &nbsp;
 
 </li>
 <li>
 
 Drive our People strategy to meet business objectives. &nbsp;
 
 </li>
 <li>
 
 Partner with the business to roll out key People initiatives (performance management, compensation, benefits, development programs, etc). &nbsp;
 
 </li>
 <li>
 
 Provide guidance and input on workforce planning, succession planning, compensation, promotions, lateral transfers, re-leveling, benchmarking, etc. &nbsp;
 
 </li>
 <li>
 
 Maintain in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. &nbsp;
 
 </li>
 <li>
 
 Act as an employee champion and change agent, proactively communicating needs with our HR department and business management. &nbsp;
 
 </li>
 <li>
 
 Successfully influence others by providing direction, knowledge, and support to create a high-performing organization. &nbsp;
 
 </li>
 <li>
 
 Mentor and coach our managers to be world class. &nbsp;
 
 </li>
 <li>
 
 Manage and resolve complex employee relations issues. &nbsp;
 
 </li>
 </ul>
 
 &nbsp;
 
 
 
 
 What you will have
 
 
 
 <ul>
 <li>
 
 You have a passion for understanding the business goals, finding creative solutions, and improving team processes.
 
 </li>
 <li>
 
 You have experience working in a fast-paced technology company.
 
 </li>
 <li>
 
 3+ years of HRBP experience.
 
 </li>
 <li>
 
 You have successfully coached and influenced leadership in a previous role.
 
 </li>
 <li>
 
 You have a high degree of empathy and are a great communicator (both written and verbally).
 
 </li>
 <li>
 
 You&rsquo;re a people connector and have an interest in all things HR (operations, DEI, L&amp;D, etc).
 
 </li>
 <li>
 
 You&rsquo;re self-aware, resilient, and thrive in opportunities when learning new things.
 
 </li>
 <li>
 
 You have great organizational skills, pay close attention to detail, and have an ability to complete competing priorities efficiently.
 
 </li>
 <li>
 
 You have the ability to interface effectively with professionals at all levels of the organization.
 
 </li>
 <li>
 
 And, you must maintain confidentiality and use outstanding judgment on a daily basis.
 
 </li>
 </ul>
 
 &nbsp;
 
 
 
 
 Benefits
 
 
 
 <ul>
 <li>
 
 Generous time off policies
 
 </li>
 <li>
 
 Top shelf benefits
 
 </li>
 <li>
 
 Education, wellness and lifestyle support&nbsp;
 
 </li>
 </ul>
 
 &nbsp;
 
 
 &nbsp;
 
 
 
 
 
</div>

People Partner

OpenText

<div>
 
 Opentext - The Information Company
 
 
 
 OpenText is a global leader in information management, where innovation, creativity, and collaboration are the key components of our corporate culture. As a member of our team, you will have the opportunity to partner with the most highly regarded companies in the world, tackle complex issues, and contribute to projects that shape the future of digital transformation.
 
 
 
 AI-First. Future-Driven. Human-Centered.
 
 
 
 At OpenText, AI is at the heart of everything we do&mdash;powering innovation, transforming work, and empowering digital knowledge workers. We're hiring talent that AI can't replace to help us shape the future of information management. Join us.
 
 
 
 The Opportunity
 
 
 
 We are seeking a
 
 Senior HR Business Partner (HPP4)
 
 to support multiple Business Units across India, representing a workforce of 1,500+ employees. This role serves as a
 
 strategic advisor and trusted partner
 
 to senior leaders, with strong collaboration across global HRBPs, COEs, and functional leaders.
 
 
 You will operate in a
 
 matrixed, global environment
 
 , supporting both India-based leadership and
 
 independent/orphan teams
 
 reporting to global managers. The HRBP will ensure effective execution of global HR programs, drive organizational effectiveness, strengthen governance, and enhance employee experience through high-impact HR consultation.
 
 
 This is a
 
 high-visibility, senior individual contributor
 
 role requiring strong business acumen, stakeholder management, and the ability to manage complexity with agility.
 
 
 
 You Are Great At (Key Responsibilities)
 
 
 
 <ul>
 <li>
 Strategic HR Partnership &amp; Stakeholder Management
 </li>
 <li>
 Serve as the primary HR point of contact for senior business leaders across multiple BUs in India.
 </li>
 <li>
 Partner with global HRBP counterparts to ensure alignment on HR priorities and execution.
 </li>
 <li>
 Provide HR representation during town halls, QBRs, and global leadership visits.
 </li>
 <li>
 Support isolated India teams reporting globally, ensuring consistent HR engagement and support.
 </li>
 <li>
 HR Governance, Reporting &amp; Operational Excellence
 </li>
 <li>
 Conduct periodic HR sync-ups with leaders and distribute HC dashboards, attrition analysis, and global HR updates.
 </li>
 <li>
 Ensure adherence to all global HR programs, including:
 </li>
 <ul>
 <li>
 Performance Management &amp; Calibration
 </li>
 <li>
 Compensation &amp; Merit Cycle
 </li>
 <li>
 Pulse Survey Action Planning
 </li>
 <li>
 Career Development follow-ups
 </li>
 <li>
 Compliance trainings
 </li>
 <li>
 Goal-setting and leave consumption tracking
 </li>
 </ul>
 <li>
 Maintain strong oversight on data governance and audit readiness.
 </li>
 <li>
 HR Compliance &amp; Employee Relations Support
 </li>
 <li>
 Proactively advise leaders on recurring people challenges and policy matters.
 </li>
 <li>
 Manage attendance non-compliance cases for India non-engineering teams until transition to ER.
 </li>
 <li>
 Partner with ER on complex investigations, case management, and RIF/termination processes&mdash;including approvals and stakeholder socialization.
 </li>
 <li>
 Organizational Design, Role Management &amp; Workforce Planning
 </li>
 <li>
 Review and validate recommendations related to promotions, new manager hires, job evaluations, role redundancy, and org structure alignment.
 </li>
 <li>
 Support succession planning, span-of-control reviews, reporting structure consolidation, and OD proposals.
 </li>
 <li>
 Talent Acquisition Enablement
 </li>
 <li>
 Partner with TA to support internal hiring, role scoping, salary fitment justification, and HR interviews for manager-level and above roles.
 </li>
 <li>
 Learning &amp; Leadership Development Support
 </li>
 <li>
 Facilitate and drive leadership and manager capability programs in partnership with the L&amp;D team.
 </li>
 <li>
 Track engagement, participation, and impact metrics for learning programs.
 </li>
 <li>
 Talent Management &amp; Strategic HR Projects
 </li>
 <li>
 Lead HR initiatives requiring root-cause analysis, solutioning, planning, stakeholder socialization, and change management.
 </li>
 <li>
 Partner closely with HR COEs on programs, ensuring strong local execution and business alignment.
 
 </li>
 </ul>
 
 What It Takes (Skills &amp; Competencies)
 
 
 
 <ul>
 <li>
 Strategic Thinking &amp; Business Acumen
 </li>
 <li>
 Ability to translate business priorities into actionable HR strategies.
 </li>
 <li>
 Anticipates challenges and proposes proactive, data-backed solutions.
 </li>
 <li>
 Stakeholder Management &amp; Influence
 </li>
 <li>
 Proven experience building trusted relationships with senior leaders and global stakeholders.
 </li>
 <li>
 Can influence decisions with strong data-driven narratives.
 </li>
 <li>
 Collaboration &amp; Networking
 </li>
 <li>
 Comfortable operating in a matrixed global environment.
 </li>
 <li>
 Strong partnership skills across HR COEs, TA, ER, Finance, and global HRBPs.
 </li>
 <li>
 Change Agility &amp; Execution Excellence
 </li>
 <li>
 Experience driving HR programs during transitions, organizational changes, and transformation.
 </li>
 <li>
 Ability to work through ambiguity with speed and clarity.
 </li>
 <li>
 Analytical &amp; Problem-Solving Strength
 </li>
 <li>
 Strong capability in interpreting data, identifying patterns, and diagnosing issues.
 </li>
 <li>
 Uses insights to drive decisions and improve HR effectiveness.
 </li>
 <li>
 Communication &amp; Executive Presence
 </li>
 <li>
 Excellent communication skills with the ability to engage diverse global leaders.
 </li>
 <li>
 Able to present HR insights with clarity and confidence.
 </li>
 <li>
 Deep Knowledge of HR &amp; Talent Programs
 </li>
 <li>
 Solid understanding of job architecture, organization design, talent programs, and ER processes.
 </li>
 <li>
 Familiarity with local labour laws and alignment to global policies.
 
 
 </li>
 </ul>
 
 Education
 
 
 
 <ul>
 <li>
 Master&rsquo;s degree in Human Resources, Business Administration, or related field.
 </li>
 <li>
 Preferably a bachelor&rsquo;s degree in computer science, mathematics, or a related analytical discipline.
 
 
 </li>
 </ul>
 OpenText's efforts to build an inclusive work environment go beyond simply complying with applicable laws. Our Employment Equity and Diversity Policy provides direction on maintaining a working environment that is inclusive of everyone, regardless of culture, national origin, race, color, gender, gender identification, sexual orientation, family status, age, veteran status, disability, religion, or other basis protected by applicable laws.
 
 
 If you need assistance and/or a reasonable accommodation due to a disability during the application or recruiting process, please contact us at hr@opentext.com. Our proactive approach fosters collaboration, innovation, and personal growth, enriching OpenText's vibrant workplace.
</div>

Human Resources Business Partner

DataWeave

<div>
 
 We are seeking an experienced and proactive
 
 HR Business Partner (HRBP)
 
 to join our team. The ideal candidate will act as a trusted advisor to management, aligning HR initiatives with business goals while driving a culture of performance, collaboration, and growth.
 
 
 This role requires a hands-on HR professional who can balance strategy with execution &mdash; providing expertise across employee relations, performance management, learning &amp; development, and change management.
 
 
 
 Note : only Immediate Joiners can apply
 
 
 
 
 Key Responsibilities
 
 
 
 
 Strategic Partnership
 
 
 <ul>
 <li>
 Build strong relationships with business leaders and act as a trusted advisor.
 </li>
 <li>
 Ensure HR strategies align with business objectives and team goals.
 </li>
 <li>
 Educate and advise management and employees on HR policies, procedures, and employment laws.
 </li>
 </ul>
 
 
 Performance Management
 
 
 <ul>
 <li>
 Guide and coach managers on effective performance reviews and feedback conversations.
 </li>
 <li>
 Support managers in setting clear goals, addressing performance gaps, and implementing improvement plans.
 </li>
 <li>
 Attend performance discussions as an advisor to ensure fair and consistent processes.
 </li>
 </ul>
 
 
 Employee Relations
 
 
 <ul>
 <li>
 Serve as a point of contact for employee issues and concerns.
 </li>
 <li>
 Investigate and resolve employee complaints objectively, maintaining confidentiality at all times.
 </li>
 <li>
 Advise management on disciplinary actions, conflict resolution, and engagement initiatives.
 </li>
 </ul>
 
 
 HR Initiatives &amp; Culture
 
 
 <ul>
 <li>
 Promote a strong, inclusive, and high-performance work culture.
 </li>
 <li>
 Partner with managers to build people capabilities through coaching, training, and development.
 </li>
 <li>
 Contribute to company-wide HR projects and initiatives.
 </li>
 </ul>
 
 
 Learning &amp; Development
 
 
 <ul>
 <li>
 Collaborate with business leaders to identify training needs and skill gaps.
 </li>
 <li>
 Support design, coordination, and delivery of training programs.
 </li>
 <li>
 Champion continuous learning and employee development.
 </li>
 </ul>
 
 
 Change Management
 
 
 <ul>
 <li>
 Support organizational change initiatives, ensuring smooth adoption across teams.
 </li>
 <li>
 Coach leaders through transitions and communicate effectively across all levels.
 </li>
 </ul>
 
 
 Additional Responsibilities
 
 
 <ul>
 <li>
 Maintain compliance with HR policies, regulations, and documentation standards.
 </li>
 <li>
 Prepare and deliver regular HR reports and analytics.
 </li>
 <li>
 Support HR operations, engagement activities, and company events when needed.
 </li>
 <li>
 Provide backup HR support as required.
 </li>
 </ul>
 
 
 Requirements
 
 
 
 
 Education &amp; Experience
 
 
 <ul>
 <li>
 Master&rsquo;s degree in
 
 Human Resource Management
 
 ,
 
 Business Administration
 
 , or related field.
 </li>
 <li>
 4&ndash;6 years of progressive HR Business Partner experience.
 </li>
 <li>
 Experience working in a
 
 start-up or fast-paced environment
 
 preferred.
 </li>
 </ul>
 
 
 Skills &amp; Abilities
 
 
 <ul>
 <li>
 Strong interpersonal and communication skills &mdash; both written and verbal.
 </li>
 <li>
 Excellent coaching, counseling, and conflict resolution abilities.
 </li>
 <li>
 Data-driven mindset with the ability to generate and interpret HR analytics and reports.
 </li>
 <li>
 High level of discretion and professionalism when handling confidential information.
 </li>
 <li>
 Strong project management and prioritization skills.
 </li>
 <li>
 Proficiency in
 
 MS Office Suite (Word, Excel, PowerPoint, Outlook)
 
 .
 </li>
 </ul>
 
 
 Why Join Us
 
 
 <ul>
 <li>
 Opportunity to shape and influence people strategy in a growing organization.
 </li>
 <li>
 Work closely with leadership on high-impact HR initiatives.
 </li>
 <li>
 Be part of a collaborative, learning-driven, and people-first culture.
 </li>
 </ul>
 
 
</div>

Senior Human Resources Business Partner

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