Assistant Vice President/Vice President - Business HR

Role Overview:

We are looking for a seasoned AVP/VP - Business HR to partner closely with the Chief Business Officer and business leadership team in driving the people agenda. The role will have a strong focus on Employee Engagement, Retention, Performance Management, and building a high-performance culture.

The ideal candidate will be a strategic HR leader with strong business acumen, proven experience in managing large employee populations, and the ability to translate business priorities into effective people strategies.

Key Responsibilities:

1. Business HR / HRBP Leadership:

• Act as a strategic HR partner to the CBO and business leadership team.
• Align people strategy with business objectives, growth plans, and organizational priorities.
• Provide insights and recommendations on organization structure, workforce planning, talent, and people-related challenges.
• Partner with business leaders to build a high-performance and accountable culture.

2. Employee Engagement:

• Own and drive the overall employee engagement strategy across the business.
• Design and implement engagement initiatives based on employee feedback, surveys, and business requirements.
• Drive employee listening mechanisms, engagement surveys, action planning, and leadership connect programs.
• Strengthen communication, recognition, rewards, and employee experience initiatives.
• Track engagement metrics and continuously improve engagement programs.

3. Retention & Talent Management:

• Develop and execute strategies to improve employee retention, particularly for critical and high-performing talent.
• Identify key attrition drivers and work with business leaders to develop targeted retention interventions.
• Drive talent reviews, succession planning, career development, and internal mobility initiatives.
• Identify high-potential employees and create appropriate development plans.
• Partner with leadership on critical talent and succession decisions.

4. Performance Management:

• Own and strengthen the organization's performance management framework.
• Drive goal-setting, performance reviews, calibration, and performance improvement processes.
• Partner with business leaders to establish clear and measurable KRAs/KPIs.
• Build a strong performance-oriented culture with differentiated performance outcomes.
• Identify underperformance and support managers in implementing effective performance improvement plans.

5. Organization & People Development:

• Drive organization development initiatives aligned with business growth.
• Identify capability gaps and partner with L&D teams to develop relevant interventions.
• Support leadership development and succession planning for critical roles.
• Facilitate organizational change and transformation initiatives.

6. Employee Relations & HR Governance:

• Partner with business leaders to resolve employee relations and people-related concerns.
• Ensure consistent implementation of HR policies and processes.
• Maintain strong governance around employee lifecycle, performance, engagement, and retention.
• Provide timely people analytics and insights to senior leadership.

7. HR Analytics & Business Insights:

• Establish and monitor key people metrics including attrition, engagement, performance, productivity, internal mobility, and talent health.
• Use data and analytics to identify trends and recommend actionable interventions.
• Present regular people dashboards and insights to the CBO and leadership team.

Key Requirements:

• 10 - 15 years of experience in Business HR / HRBP roles, preferably in a high-growth or business-driven organization.
• Proven experience partnering with CXO / Business Leadership teams.
• Strong expertise in Employee Engagement, Retention, Performance Management, Talent Management, and HR Strategy.
• Experience managing HR for large teams/business units.
• Strong understanding of people analytics and data-driven HR practices.
• Excellent stakeholder management, influencing, and communication skills.
• Strong business acumen with the ability to understand commercial and operational priorities.
• Demonstrated ability to build high-performance cultures and drive organizational change.
• Experience in leading and mentoring HRBP / Business HR teams will be preferred.

Key Success Metrics:

• Employee engagement scores.
• Voluntary and regrettable attrition.
• Retention of critical/high-potential talent.
• Performance management effectiveness and completion.
• Goal/KRA alignment across business.
• Internal mobility and succession readiness.
• Employee productivity and workforce effectiveness.
• Leadership and employee satisfaction.
• Successful execution of people initiatives aligned with business goals.