OYO - Senior Manager - HR Business Partner & Total Rewards - US Shift - IIM/XLRI/SCMHRD/TISS

Senior Manager HRBP & Total Rewards
Shift : US Shift (6:00 PM 3:00 AM IST)
Location : Spaze Palazzo, Sector 69, Gurugram, Haryana
Travel: Occasional International travel to the US (B1 / B2 Visa nice to have)
Experience: 7 -10 years in HR with Rewards + HRBP exposure
Education :PGDM / MBA HR from a Tier 1 institution
About Prism www.prismlife.com:
Prism(formerly OYO) is a next-generation travel-tech and hospitality brand, born from the legacy of OYO one of the world's largest hospitality companies. With a presence across 35+ countries and a workforce that spans time zones, Prism is reimagining how people experience stays, spaces, and the teams that power them. We are building a leaner, sharper, globally integrated people function and this role sits at the heart of that ambition.
Prism is a global leader in hospitality technology, operating across 35+ countries with a diverse portfolio of brands and offerings. Expanding its portfolio to encompass Hotels, Vacation Homes, and Workspaces, OYO manages renowned brands like OYO Hotels, Sunday, Innov8, Motel 6, Check My Guest, Belvilla, DanCenter, and Traum-Ferienwohnungen. Since its inception in 2013, OYO has become one of the world's fastest-growing hotel networks, overseeing 174K+ hotels and homes with 250K+ rooms globally. Its operations span the USA, Latin America, Europe, India, China, Japan, Malaysia, the UAE, Indonesia, and the UK. As one of the few Indian startups achieving profitability, OYO boasts an EBIDTA of $100 million and aims for tenfold growth within the next five years.
Role Overview:
We are looking for a sharp, analytically driven HR professional who can operate at the intersection of Business Partnering and Total Rewards. This is not a typical siloed role you will own the full talent lifecycle for your business verticals while simultaneously driving compensation strategy, people cost governance, PMS design, and cross-border mobility. You will be the primary HR interface for US-based stakeholders and leadership, requiring fluent async communication, high ownership, and the ability to translate complex HR data into executive-level insights.
Key Responsibilities:
HRBP Responsibilities:

- Act as the primary HR Business Partner for designated US-shift business units, owning end-to-end employee lifecycle from onboarding to exit.
- Build trusted advisory relationships with senior business leaders, providing data-informed people insights and recommending interventions.
- Partner with Talent Acquisition for workforce planning, headcount forecasting, and critical role hiring.
- Lead employee relations, conflict resolution, and disciplinary processes in alignment with global HR policy.
- Drive engagement, retention, and culture initiatives tailored to distributed and a sync-first teams.
- Analyse attrition data, engagement scores, and pulse surveys to identify patterns and proactively address people risks.
Total Rewards:
- Design and administer compensation structures including fixed pay bands, variable pay (STI/LTI), and benefits aligned to market benchmarks.
- Lead annual compensation review cycles benchmarking, merit planning, pay equity analysis, and management of the compensation calendar.
- Own people cost planning and headcount budget for aligned business units; provide scenario modelling for business leaders during AOP and mid-year reviews.
- Build and maintain compensation analytics dashboards pay mix, cost per hire, workforce cost vs. plan, and span/layer reports.
Performance Management System (PMS):
- Anchor end-to-end PMS cycles goal-setting (OKR/KRA), mid-year reviews, calibration sessions, and annual appraisals.
- Execute performance rating distributions, bell-curve calibration models, and normalization frameworks in partnership with business leaders.
- Link PMS outcomes to variable pay disbursements, promotions, and talent segmentation; maintain clear audit trails.
- Train managers on performance conversations, feedback frameworks, and tools (HRIS/performance modules).
Mobility & International HR:
- Manage end-to-end employee mobility business visas, intra-company transfers, international assignments, and relocation packages.
- Liaise with immigration counsel, global payroll vendors, and host country HR teams to ensure compliance and smooth transitions.
- Develop and maintain a shadow payroll and cost-of-living adjustment (COLA) framework for international assignees.
- Partner with Finance and Legal on cross-border tax equalisation, social security treaties, and split-pay structures.
Candidate Profile:
Must-Have:
- 7 - 10 years of progressive HR experience with at least 3 years each in HRBP and Total Rewards functions.
- Demonstrated experience working with international or any multi-geography organisations US, UK, SEA, or Europe, Middle East exposure preferred.
- Proficiency in compensation benchmarking tools and advanced Excel / Google Sheets analytics.
- Hands-on ownership of at least 2 full PMS cycles including goal-setting, calibration, bell-curve design, and pay linkage.
- Experience in people cost planning, headcount modelling, and AOP-level workforce budgeting.
- Working knowledge of employee mobility processes visa, relocation, international assignment structuring.
- Comfortable operating in a US-aligned shift
- PGDM/MBA in HR from a Tier 1 institution (IMI, XLRI, TISS, MDI, SCMHRD, or equivalent).
Good to Have:
- Prior experience in a high-growth startup, tech company, or global consulting firm (Big 4 / Top-tier HR advisory).
- Familiarity with HRIS platforms Darwinbox or similar.
- Experience structuring ESOPs, phantom equity, or retention bonus frameworks.
- Exposure to hospitality, travel-tech, or consumer-internet industries.
Why Join Prism:
- Work on a genuinely cool and the only brand which has consistently broken EBITA records no siloed specialisation; you own both strategy and execution.
- Direct exposure to global HR US stakeholders from day one.
- Sit in the analytics-first people team; every decision you make is data-backed and commercially grounded.
- Flat hierarchy, fast decision-making, and a leadership team that trusts HR as a business function not a support function.
- Competitive CTC with performance-linked variable, ESOP participation, and comprehensive benefits.