Senior Human Resources Business Partner

About the Role:

We are looking for an experienced HR Business Partner who will work closely with business leaders and employees to shape a strong, people-centric culture while enabling business growth, talent development, organizational effectiveness, and employee engagement. The role will partner with cross functional teams to deliver people priorities that support business growth and organizational effectiveness.

This role offers the opportunity to help build a high-performing GCC while collaborating with local and global stakeholders.

Key Responsibilities:

Strategic Business Partnership

• Partner with GCC leadership and key stakeholders to understand business priorities and align people initiatives accordingly.
• Advise leaders on organizational effectiveness, team structures, talent planning, engagement, and change management.
• Support transformation and growth initiatives with practical, business-aligned people solutions.
• Help leaders navigate organizational challenges while balancing employee experience and business needs.

Employee Experience & Culture

• Build trusted relationships with leaders and employees across the organization.
• Drive initiatives that strengthen engagement, inclusion, recognition, and the overall employee experience.
• Support employee relations matter with fairness, consistency, and sound judgment.
• Champion a positive, high-performing culture aligned with organizational values.

HR Governance, Risk & Compliance

• Provide guidance on HR policies, employment practices, and people-related decisions.
• Support employee lifecycle activities, including onboarding, confirmations, promotions, transfers, and exits.
• Partner with Payroll, HR Operations, Legal, Compliance, and specialist HR teams to ensure seamless execution and adherence to policies and regulatory requirements.
• Support leaders in managing sensitive employee matters and mitigating people-related risks.
• Promote consistency and fairness in people practices across the GCC.

Change Management & Organizational Transformation

• Support organizational change, business expansion, and transformation initiatives from a people perspective.
• Partner with leaders to assess organizational impact and develop clear communication and change plans.
• Help drive adoption of new ways of working and support employees through change.

People Insights & Strategic Decision Support

• Monitor and analyse key HR metrics, including attrition, retention, engagement, hiring, and performance.
• Use people data and business insights to identify trends, opportunities, and risks.
• Provide recommendations on talent, engagement, retention, and organizational effectiveness.
• Enable informed decision-making through meaningful people metrics and analysis.

Stakeholder Management & Cross-Functional Collaboration

• Build strong partnerships with GCC leadership, Global HR, Corporate HR, and business leaders.
• Work closely with Talent Acquisition, Compensation & Benefits, Learning & Development, HR Operations, Payroll, and other teams to deliver people priorities.
• Provide oversight and input into HR initiatives while leveraging specialist teams for execution.
• Act as a first point of contact for people matters requiring cross-functional collaboration.

Talent & Leadership Strategy

• Work with leaders to identify, develop, and retain key talent.
• Support talent reviews and succession planning to build leadership capability and bench strength.
• Partner with Learning & Development and Global HR teams to address capability needs and support employee growth.
• Coach managers on career development, talent management, and effective people leadership.

Performance & Organizational Effectiveness

• Partner with leaders to drive a culture of performance, accountability, and continuous development.
• Guide performance management processes and support leaders in addressing performance matters and improvement plans.
• Support annual compensation reviews, promotions, and reward programs.
• Provide market insights and compensation recommendations in partnership with the Total Rewards team.
• Ensure internal equity and consistency in compensation decisions.
• Facilitate discussions on talent differentiation, development planning, and organizational effectiveness.

Required Qualifications:

• Bachelors degree in Human Resources, Business Administration, or a related discipline.
• MBA/PGDM in Human Resources preferred.
• 10 to 14 years of HRBP experience; exposure to other HR areas is desirable but not mandatory.
• Experience supporting technology, product engineering, or GCC environments is highly preferred.
• Strong understanding of Indian labour laws and HR best practices.

Preferred Skills:

• Strong business acumen and stakeholder management skills.
• Excellent coaching, influencing, communication, and interpersonal skills.
• Experience managing employee relations and performance management matters.
• Strong analytical and problem-solving skills.
• Ability to thrive in a fast-paced, evolving environment.
• Hands-on experience with HRIS systems, HR data, and analytics.