HR Business Partner - IT

About the Role:
Cortex is seeking a dynamic and seasoned HR Business Partner (HRBP) to work closely with one of our prestigious IT clients.
The ideal candidate will be a strategic thinker with strong business acumen, excellent people skills, and the ability to drive HR initiatives that enhance organizational performance, culture, and employee experience.
You will act as a trusted advisor to business leaders, enable workforce development, support HR operations, and foster an environment that supports growth, engagement, and high performance.
Key Skills Required:
- Strategic HR Business Partnering
- Stakeholder & Relationship Management
- Employee Engagement (One-on-One Connects, Skip-Level Meetings)
- Performance Management
- HR Operations (Letters, Promotions, Transfers)
- Compensation Benchmarking & Workforce Analysis
- Learning & Development
- Talent Management & Employee Relations
- Policy Implementation & Compliance
Roles & Responsibilities (Detailed):
Strategic HR Partnership:
- Collaborate with business leaders to understand organizational priorities and talent requirements.

- Translate business goals into effective HR strategies that support productivity and workforce development.
- Provide strategic insights on workforce planning, succession planning, and talent optimization.
Employee Engagement & Experience:
- Conduct regular one-on-one connects, skip-level meetings, and team interactions to understand employee morale and concerns.
- Analyze engagement findings and implement action plans to enhance satisfaction and retention.
- Address employee grievances with professionalism and confidentiality.
Performance Management:
- Lead and manage the end-to-end performance review cycle, ensuring fairness and adherence to timelines.
- Facilitate goal-setting discussions and capability-building sessions for managers.
- Identify low performers, work with leaders to create PIP (Performance Improvement Plans), and track progress.
HR Operations & Compliance:
- Manage HR operations such as letter release process, employee confirmations, transfers, exits, and promotions.
- Maintain accurate HR records, dashboards, and reports.
- Ensure compliance with organizational policies and labor regulations while promoting a culture of discipline and consistency.
Compensation & Benchmarking:
- Conduct salary benchmarking exercises to ensure competitiveness in the industry.
- Support compensation planning, budgeting, and workforce analytics.
- Provide insights on internal parity, retention risks, and market trends.
Learning & Development (L&D):
- Identify training needs through employee discussions, performance reviews, and business consultations.
- Collaborate with internal and external L&D teams to design and deliver impactful learning programs.
- Track program effectiveness and employee skill enhancement.
Talent Management & Organizational Development:
- Guide managers on areas like team structuring, talent development, conflict resolution, and change management.
- Support initiatives related to diversity, inclusion, leadership development, and career progression.
- Participate in organizational development projects to enhance culture, productivity, and collaboration.
Stakeholder Management:
- Build strong relationships with leadership, managers, and employees.
- Act as a trusted advisor and influencer on HR matters.
- Ensure clear communication and alignment between HR, business teams, and leadership.
Who You Are (Ideal Candidate Profile)?
- An experienced HRBP with strong exposure to IT/technology environments.
- Excellent communication, interpersonal, and problem-solving skills.
- Strong analytical mindset with the ability to interpret HR data and trends.
- Empathetic, approachable, and committed to maintaining employee trust.
- Capable of handling sensitive situations with maturity and professionalism