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senior 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 Human Resources Business Partner EMEA APAC

Nuvama Group

<div>
 
 
 About the Role
 
 
 
 
 
 
 We are seeking a dynamic and experienced HR Business Partner (HRBP) to manage the end-to-end employee life cycle and partner closely with business leaders to drive people strategies aligned with organizational goals. The ideal candidate will bring strong HR expertise, business acumen, and a collaborative mindset to support a high-performance culture.
 
 
 
 
 
 
 Key Responsibilities
 
 
 
 
 
 
 
 1. Business Partnership
 
 
 <ul>
 <li>
 Act as a strategic partner to business leaders, providing HR insights to support decision-making and workforce planning.
 </li>
 <li>
 Understand business objectives and design HR interventions to enhance employee engagement and productivity.
 </li>
 </ul>
 
 
 
 
 
 2. Employee Life Cycle Management
 
 
 <ul>
 <li>
 Manage the full employee life cycle including onboarding, confirmation, performance management, talent development, and exit processes.
 </li>
 <li>
 Ensure a seamless employee experience through proactive HR engagement and timely resolution of queries.
 </li>
 </ul>
 
 
 
 
 
 3. Performance &amp; Talent Management
 
 
 <ul>
 <li>
 Drive performance management processes, including goal setting, mid-year, and annual reviews.
 </li>
 <li>
 Support talent identification, succession planning, and development initiatives in partnership with the Learning &amp; Development team.
 </li>
 </ul>
 
 
 
 
 
 4. Employee Engagement &amp; Retention
 
 
 <ul>
 <li>
 Develop and execute engagement strategies to enhance employee satisfaction and retention.
 </li>
 <li>
 Partner with business and leadership teams to foster a positive and inclusive work environment.
 </li>
 </ul>
 
 
 
 
 
 5. Policy Implementation &amp; Compliance
 
 
 <ul>
 <li>
 Ensure adherence to HR policies, labor laws, and statutory compliance.
 </li>
 <li>
 Provide guidance to managers and employees on HR policies and procedures.
 </li>
 </ul>
 
 
 
 
 
 6. HR Analytics &amp; Reporting
 
 
 <ul>
 <li>
 Leverage data and HR metrics to identify trends, provide insights, and recommend actions to the business.
 </li>
 </ul>
 
 
 
 
 
 7. Change Management &amp; Organizational Development
 
 
 <ul>
 <li>
 Support change management initiatives and help build organizational capability through HR programs and interventions.
 </li>
 </ul>
 
 
 
 
 
 Key Requirements
 
 
 
 
 
 
 
 Education:
 
 MBA/PGDM in Human Resources or equivalent.
 
 
 
 
 
 
 Experience:
 
 
 
 
 
 <ul>
 <li>
 4&ndash;8 years of relevant HRBP experience, preferably in the Financial Services / BFSI sector.
 </li>
 <li>
 Proven experience managing end-to-end HR processes and partnering with business stakeholders.
 </li>
 <li>
 Strong knowledge of labor laws, HR policies, and best practices.
 </li>
 <li>
 Excellent interpersonal, influencing, and stakeholder management skills.
 </li>
 <li>
 Data-driven approach with the ability to translate insights into actionable people strategies.
 </li>
 </ul>
 
 
</div>

HR Business Partner

Citi

<div>
 Whether you&rsquo;re at the start of your career or looking to discover your next adventure, your story begins here.  At
 
 Citi
 
 , you&rsquo;ll have the opportunity to expand your skills and make a difference at one of the world&rsquo;s most global banks.  We&rsquo;re fully committed to supporting your growth and development from the start with extensive on-the-job training and exposure to senior leaders, as well as more traditional learning.  You&rsquo;ll also have the chance to give back and make a positive impact where we live and work through volunteerism.
 
 
 
 Shape your Career with Citi
 
 
 
 Citi&rsquo;s
 
 Human Resources (HR)
 
 team helps Citi to attract, retain and develop our employees across the globe. The team does this through supporting key areas including recruiting, diversity, global learning and talent development, benefits, compensation and employee relations.
 
 
 We&rsquo;re currently looking for a high caliber professional to join our team as
 
 HR Business Partner - Vice President, - Hybrid
 
 based in Mumbai, India. Being part of our team means that we&rsquo;ll provide you with the resources to meet your unique needs, empower you to make healthy decision and manage your financial well-being to help plan for your future.
 
 
 The Human Resources (HR) Generalist Lead is a senior level position responsible for leading the delivery of day-to-day HR support in coordination with the Human Resources team. The overall objective of this role is to provide a broad range of HR services to client groups within Citi.
 
 
 
 Responsibilities:
 
 
 
 <ul>
 <li>
 Deliver HR services and build capabilities to drive organizational performance through individuals and managers as well as identify issues and recommend solutions
 </li>
 <li>
 Responsible for HR delivery and implementation across the employee lifecycle
 </li>
 <li>
 Partner with business managers to resolve Employee Relations (ER) issues, ensuring appropriate actions are taken and risks are assessed
 </li>
 <li>
 Partner with Human Resource Advisors (HRAs) and Centers of Excellence (COEs) on HR priorities in respective client populations to ensure delivery and implementation of HR solutions
 </li>
 <li>
 Coordinate and ensure seamless end-to-end delivery of global priorities and life cycle processes
 </li>
 <li>
 Work with HRA global partners and regional HR Generalists to ensure consistent communication and delivery of HR solutions and processes
 </li>
 <li>
 Coordinate and consult with country HR partners to deliver regional activities
 </li>
 <li>
 Lead and/or initiate cross Citi projects as well as train new team members
 </li>
 <li>
 Appropriately assess risk when business decisions are made, demonstrating particular consideration for the firm's reputation and safeguarding Citigroup, its clients and assets, by driving compliance with applicable laws, rules and regulations, adhering to Policy, applying sound ethical judgment regarding personal behavior, conduct and business practices, and escalating, managing and reporting control issues with transparency.
 
 
 </li>
 </ul>
 
 Qualifications:
 
 
 
 <ul>
 <li>
 6-10 years of relevant experience
 </li>
 <li>
 Consistently demonstrates clear and concise written and verbal communication
 </li>
 <li>
 Working knowledge of HR functions
 </li>
 <li>
 Working knowledge of applicable US laws
 </li>
 <li>
 Proficient in Microsoft Office and PeopleSoft
 
 
 </li>
 </ul>
 
 Education:
 
 
 
 <ul>
 <li>
 Bachelor&rsquo;s degree/University degree or equivalent experience
 </li>
 <li>
 Master&rsquo;s degree preferred
 
 
 </li>
 </ul>
 This job description provides a high-level review of the types of work performed. Other job-related duties may be assigned as required.
 
 
 Working at Citi is far more than just a job. A career with us means joining a family of more than 200,000 dedicated people from around the globe.
 
 
 At Citi, you&rsquo;ll have the opportunity to grow your career, give back to your community and make a real impact.
 
 
 ------------------------------------------------------
 
 
 
 Job Family Group:
 
 
 
 Human Resources
 
 
 ------------------------------------------------------
 
 
 
 Job Family:
 
 
 
 HR Advisors &amp; Generalist
 
 
 ------------------------------------------------------
 
 
 
 Time Type:
 
 
 
 Full time
 
 
 ------------------------------------------------------
 
 
 
 Most Relevant Skills
 
 
 
 Please see the requirements listed above.
 
 
 ------------------------------------------------------
 
 
 
 Other Relevant Skills
 
 
 
 For complementary skills, please see above and/or contact the recruiter.
 
 
 ------------------------------------------------------
 
 
 
 Citi is an equal opportunity employer, and qualified candidates will receive consideration without regard to their race, color, religion, sex, sexual orientation, gender identity, national origin, disability, status as a protected veteran, or any other characteristic protected by law.
 
 
 
 
 If you are a person with a disability and need a reasonable accommodation to use our search tools and/or apply for a career opportunity review
 
 
 Accessibility at Citi.
 
 
 
 
 View Citi&rsquo;s EEO Policy Statement and the Know Your Rights poster.
 
</div>

HR Business Partner, Vice President

remal

<div>
 
 
 Role Objective:
 
 
 
 To act as a strategic partner to business and functional leaders by aligning people strategy with organizational goals. The HRBP will drive workforce effectiveness, implement system-driven HR processes, leverage analytics for decision-making, and support productivity and performance-linked programs to build a high-performing culture across the manufacturing operations.
 
 
 
 
 
 
 Key Responsibilities:
 
 
 
 
 1. Strategic &amp; Business Partnership
 
 
 <ul>
 <li>
 Collaborate with business and functional leaders to design and execute people strategies aligned with short- and long-term business objectives.
 </li>
 <li>
 Serve as a strategic advisor on organizational design, manpower planning, and talent optimization.
 </li>
 <li>
 Participate in strategic reviews and contribute to business planning discussions with HR insights and data trends.
 </li>
 </ul>
 
 
 2. Talent Management &amp; Capability Building
 
 
 <ul>
 <li>
 Lead manpower planning, recruitment, and onboarding aligned to business expansion and production goals.
 </li>
 <li>
 Drive talent review, succession planning, and leadership development initiatives.
 </li>
 <li>
 Partner with functional heads to identify critical skill gaps and create focused learning interventions.
 </li>
 </ul>
 
 
 3. Performance Management &amp; Incentive Programs
 
 
 <ul>
 <li>
 Implement and monitor Performance Linked Incentive (PLI) and Productivity Linked Incentive programs to ensure alignment between employee performance and organizational outcomes.
 </li>
 <li>
 Track, analyze, and report PLI/Performance metrics through HR dashboards and business reviews.
 </li>
 <li>
 Ensure fair, transparent, and data-driven performance evaluation processes across departments.
 </li>
 <li>
 Support HODs and managers in goal-setting, KPI alignment, and appraisal moderation.
 </li>
 </ul>
 
 
 4. HR Systems &amp; Analytics
 
 
 <ul>
 <li>
 Leverage HRMS, analytics, and dashboards to provide insights on attrition, productivity, absenteeism, and manpower cost.
 </li>
 <li>
 Implement automation and digital HR processes for improved efficiency.
 </li>
 <li>
 Prepare monthly and quarterly HR reports to support leadership decision-making.
 </li>
 </ul>
 
 
 5. Employee Engagement &amp; Culture Building
 
 
 <ul>
 <li>
 Foster a culture of ownership, innovation, and continuous improvement.
 </li>
 <li>
 Design and implement engagement programs tailored to manufacturing workforce dynamics.
 </li>
 <li>
 Build trust and collaboration through open communication and proactive issue resolution.
 </li>
 </ul>
 
 
 6. Policy Implementation &amp; Compliance
 
 
 <ul>
 <li>
 Ensure consistent implementation of HR policies, procedures, and legal compliance.
 </li>
 <li>
 Partner with cross-functional teams to drive standardization of HR practices across plants and business units.
 </li>
 </ul>
 
 
 7. Competency Mapping and Matrix:
 
 
 
 Establish and maintain a competency mapping and matrix framework to align role requirements with employee capabilities. Identify core, functional, and leadership competencies, ensuring continuous development and readiness for current and future business needs. This framework will also support performance evaluation, succession planning, and targeted learning interventions for continuous talent development.
 
 
 
 
 
 
 Key Skills &amp; Competencies:
 
 
 <ul>
 <li>
 Strong analytical and data-driven decision-making skills.
 </li>
 <li>
 Deep understanding of manufacturing / metal industry and shop-floor HR operations.
 </li>
 <li>
 Proven exposure to PLI / Performance Linked Incentive systems.
 </li>
 <li>
 Strong HRMS and digital HR process knowledge (SAP / SuccessFactors / similar systems).
 </li>
 <li>
 Excellent stakeholder management, communication, and influencing skills.
 </li>
 <li>
 Strategic mindset with strong execution capabilities.
 </li>
 </ul>
 
 
 
 
 
 Qualification &amp; Experience:
 
 
 <ul>
 <li>
 MBA / PGDM in Human Resources from a reputed institute.
 </li>
 <li>
 8&ndash;12 years of progressive HR experience, including at least 3&ndash;5 years as a Strategic HRBP.
 </li>
 <li>
 Prior exposure to manufacturing / metal industry is mandatory.
 </li>
 <li>
 Hands-on experience in HR analytics, system-based HR operations, and performance-linked reward structures.
 </li>
 </ul>
 
 
 
 
 
 Key Attributes:
 
 
 <ul>
 <li>
 Business acumen and result-oriented mindset.
 </li>
 <li>
 High integrity, confidentiality, and professionalism.
 </li>
 <li>
 Strong interpersonal and consulting ability.
 </li>
 <li>
 Proactive, analytical, and process-oriented approach.
 </li>
 </ul>
 
 
</div>

HR Delivery Partner - Assistant Vice President

BDO India

<div>
 
 We are seeking a mid-level legal professional to join the Corporate Counsel team, with a strong focus on employment and labour laws, governance, and dispute-related matters. The role will involve hands-on drafting, reviewing, and negotiation of governance, HR, and partner-related agreements and policies, along with managing employment-related issues, contentious matters, and legal risk.
 
 
 
 
 
 Designation: Senior Executive/Assistant Manager
 
 
 Reporting Manager: General Counsel
 
 
 Experience: 4-8 years PQE
 
 
 Qualification: LLB mandatory. CS, LLM and related courses additionally preferred
 
 
 Function: Corporate Counsel
 
 
 Location: Mumbai - Dadar
 
 
 
 
 
 
 Key Responsibilities:
 
 
 <ul>
 <li>
 In-depth knowledge and experience in employment and labour laws
 </li>
 <li>
 Knowledge of LLP Act, Partnership Act, Companies Act, Trust laws, conveyancing, employment laws. Combination preferred.
 </li>
 <li>
 Experience in drafting, reviewing and negotiating LLP Agreements, Partnership Agreements, AoA review, governance policies, HR contracts, partner contracts, employment agreements, code of conduct, whistleblower policies, grievance policies, POSH policies etc.
 </li>
 <li>
 Working closely with the partner and leadership team on strategic risk management
 </li>
 <li>
 Working with BDO International
 </li>
 <li>
 Experience in handling HR and partner legal affair matters such as terminations and contentious issues as well as problem solving
 </li>
 <li>
 Assist in managing litigation, disputes, and contentious matters by reviewing pleadings, tracking matters, and advising internal stakeholders on risk and strategy.
 </li>
 <li>
 Understanding of legal risk and governance of large groups such as BDO
 </li>
 <li>
 Ability to draft a contract from scratch and creation/ maintenance of standard templates
 </li>
 <li>
 Negotiating contracts with relevant stakeholders
 </li>
 <li>
 Internal stakeholder management in relation to the above contracts
 </li>
 <li>
 Training junior resources and working with juniors
 </li>
 <li>
 Research on relevant matters concerning the above laws
 </li>
 <li>
 Other matters to give effect to the above mentioned scope
 </li>
 </ul>
 
 
 
 
 
 Key Requirements:
 
 
 <ul>
 <li>
 4-8 years PQE with an LLB degree (CS, LLM, and related courses additionally preferred).
 </li>
 <li>
 Focused, with high analytical thinking and detail orientation.
 </li>
 <li>
 High proficiency in English (verbal and written).
 </li>
 <li>
 Strategic thinking and ability to navigate complex projects.
 </li>
 <li>
 Proficiency in Word, Excel, and PowerPoint.
 </li>
 <li>
 Strong organizational skills.
 </li>
 </ul>
 
 
</div>

Governance & Employment Legal Executive

Explore 216+ Senior hr business partner in Mumbai this December. Find roles across top companies and apply now to boost your career.

216 senior hr business partner jobs IN Mumbai

Senior HR Business Partner

Senior Human Resources Business Partner EMEA APAC

HR Business Partner

HR Business Partner, Vice President

Sr. Manager Strategic HR Business Partner

HR Delivery Partner - Assistant Vice President

Governance & Employment Legal Executive