HR Business Partner Sales

• Role: HR Business Partner
• Function: Human Resources
• Location: Mumbai
• Business: The House of Abhinandan Lodha / Abhinandan Ventures

We are looking for an experienced HR Business Partner to partner with business leaders and functional heads in driving people strategy, organisational effectiveness and talent priorities. The role will serve as a strategic HR advisor to the business, translating business objectives into actionable people initiatives across workforce planning, talent management, performance, employee engagement and organisational development.

The ideal candidate should bring strong business partnering experience, sound people judgement and the ability to operate both strategically and operationally in a fast-paced, high-growth business environment.

• Partner with business leaders and functional heads to understand business priorities and translate them into effective people strategies.

• Act as a trusted HR advisor to leadership on organisational, talent and employee-related matters.

• Provide people insights and recommendations to support business decision-making.

• Identify people risks, capability gaps and organisational challenges, and drive appropriate interventions.

• Build strong stakeholder relationships across functions and organisational levels.

• Drive workforce planning and manpower budgeting in alignment with business plans and growth objectives.

• Partner with leadership on organisation structure, role design, spans and layers.

• Identify future talent and capability requirements based on business growth plans.

• Support organisational restructuring, new business initiatives and change management programmes.

• Drive initiatives focused on workforce productivity and organisational effectiveness.

• Partner with business leaders to identify critical roles, high performers and high-potential talent.

• Drive talent reviews and succession planning for key positions.

• Develop retention strategies for critical talent and business-critical roles.

• Identify capability gaps and collaborate with the Learning & Development team on targeted development interventions.

• Support career progression, internal mobility and leadership development initiatives.

• Own and drive the performance management process for the assigned business or function.

• Partner with managers on goal setting, KRAs, KPIs, performance reviews and feedback mechanisms.

• Drive performance calibration and ensure consistency across teams.

• Support managers in addressing performance-related challenges and implementing performance improvement plans.

• Analyse performance data to identify trends and recommend appropriate interventions.

• Drive employee engagement initiatives in partnership with business leaders.

• Understand employee sentiment and identify opportunities to enhance the overall employee experience.

• Partner with leadership to strengthen organisational culture and reinforce company values.

• Conduct employee connects, skip-level conversations and focus group discussions to gather ground-level feedback.

• Monitor engagement and attrition trends and translate insights into actionable plans in collaboration with business leaders.

• Handle employee grievances, disciplinary matters and workplace concerns with fairness, sensitivity and timely resolution.

• Advise managers on policy interpretation, code of conduct and employee-related decisions.

• Manage employee exits, conduct exit interviews and identify root causes of attrition.

• Ensure adherence to organisational policies and applicable statutory requirements across the assigned business.

• Ensure accuracy of HR data across headcount, manpower costs, employee movements and lifecycle transactions.

• Develop and leverage people dashboards covering attrition, productivity, manpower costs and talent health for leadership reviews.

• Partner with Talent Acquisition, Total Rewards, Learning & Development and HR Operations to deliver end-to-end people solutions.

• Drive adoption of HR systems and continuously improve HR processes and governance.

• Experience: Proven experience in HR Business Partnering, with a minimum of 4 years in a dedicated HRBP role.

• Business Acumen: Strong understanding of business operations and the ability to translate business priorities into people strategies.

• Organisational Effectiveness: Solid grounding in workforce planning, organisation design, talent management and performance management.

• Data & Analytical Skills: Ability to interpret people metrics, identify trends and derive actionable insights to support business decisions.

• Employee Relations: Sound judgement and maturity to independently manage sensitive employee matters with discretion.

• Execution Orientation: Comfortable operating at both strategic and operational levels in a dynamic business environment.

• Stakeholder Management: Strong communication, influencing and relationship-building skills, with the ability to engage and challenge senior stakeholders constructively.

• Industry Exposure: Experience in real estate, consumer businesses, BFSI or other high-growth, sales-led organisations will be an added advantage.

• Ability to establish credibility as a strategic HR partner to business leadership.

• Proactive identification and resolution of people and organisational challenges.

• Strong ownership of people processes and measurable HR outcomes.

• Ability to balance business priorities with employee experience and organisational values.