HR Business Partner - Strategic HR - Engineering/Infrastructure

Position: HR Business Partner (HRBP)

Location: New Delhi

Experience: 15+ Years

CTC: Up to 35 LPA

Role Focus: Strategic HR Business Partnering - Workforce Planning, Succession Planning & Talent Management

About the Role:

We are looking for a highly experienced and strategic HR Business Partner with 15+ years of experience to drive the organization's people strategy and build a strong, future-ready talent pipeline.

The role will primarily focus on Strategic Workforce Planning, Succession Planning and Talent Management, which will constitute approximately 70% of the overall responsibility.

The incumbent will work closely with business leaders and senior management to anticipate future talent requirements, identify critical roles, develop leadership pipelines, strengthen organizational capabilities and ensure the availability of the right talent at the right time.

The ideal candidate should be a strategic HR leader who can act as a key business driver by aligning people strategy with business growth, organizational priorities and long-term objectives.

Key Responsibilities:

1. Strategic Workforce Planning & Organizational Design - 25%:

• Develop and drive long-term and short-term workforce planning strategies aligned with business growth and organizational objectives.
• Assess current workforce capabilities, identify talent gaps and forecast future manpower requirements.
• Partner with business heads to understand business expansion plans, critical skill requirements and future talent needs.
• Drive manpower budgeting, workforce optimization and resource allocation.
• Develop strategies for critical talent acquisition, internal mobility and workforce productivity.
• Review organizational structures, reporting relationships and role effectiveness to improve organizational efficiency.
• Ensure the right talent and capabilities are available to support current and future business requirements.

2. Succession Planning & Leadership Pipeline Development - 20%:

• Design and implement a structured succession planning framework for critical and leadership positions.
• Identify high-potential employees and future leaders across business functions.
• Develop succession pipelines and leadership continuity plans for key roles.
• Conduct talent reviews and succession discussions with senior management.
• Identify succession risks and develop individual development plans for potential successors.
• Drive leadership development initiatives, career progression and internal talent mobility.
• Monitor succession readiness and ensure business continuity through effective leadership pipelines.

3. Talent Management & Development - 25%:

• Develop and implement an integrated talent management strategy across the organization.
• Drive talent identification, assessment, development and retention initiatives.
• Establish frameworks for competency mapping, talent assessment and performance calibration.
• Identify high performers, critical talent and employees requiring focused development.
• Drive career development, internal mobility and employee capability-building initiatives.
• Partner with business leaders to create individual development plans and targeted learning interventions.
• Develop strategies to attract, develop and retain key talent.
• Establish measurable talent management metrics to evaluate organizational capability and effectiveness.

4. Performance Management & Employee Engagement - 15%:

• Drive the annual performance management and appraisal process.
• Align performance management frameworks with business objectives and organizational KPIs.
• Strengthen performance-driven culture through regular reviews and feedback mechanisms.
• Develop employee engagement and retention strategies.
• Address employee relations issues, grievances and organizational concerns.
• Drive initiatives to improve employee productivity, motivation and organizational commitment.

5. HR Operations, Governance & Compliance - 15%:

• Oversee HR policies, processes and employee lifecycle management.
• Ensure effective implementation of HR systems, policies and procedures.
• Ensure compliance with applicable labour laws and statutory requirements.
• Drive HR analytics, dashboards and management reporting.
• Lead change management and organizational development initiatives.
• Provide strategic HR advice and guidance to senior leadership on people-related matters.

Desired Candidate Profile:

• Minimum 15+ years of overall HR experience, with strong exposure to strategic HR Business Partnering.
• Proven expertise in workforce planning, succession planning and talent management.
• Experience designing and implementing organization-wide talent and leadership development frameworks.
• Strong experience partnering with CXOs, business heads and senior leadership.
• Exposure to organizational design, manpower budgeting, talent reviews and competency mapping.
• Experience managing large, multi-location or project-based workforces will be preferred.
• Strong understanding of performance management, employee engagement and HR governance.
• Excellent strategic thinking, analytical, leadership and stakeholder management skills.
• Only those who are in Delhi / NCR and are willing for face to face interview should apply