Human Resources Business Partner

Key Responsibilities

1. Performance Management (Core Responsibility)

• Design and implement KRA & KPI frameworks for all roles in collaboration with business leaders.
• Define performance metrics, scorecards, and success benchmarks.
• Drive goal-setting cycles (monthly/quarterly/annual).
• Track performance data and share insights with leadership.
• Ensure alignment between business goals and individual performance.

2. HR Policies & Governance

• Create, review, and implement HR policies (attendance, leave, performance, discipline, POSH, WFH, code of conduct, etc.).
• Vet and standardize policies to ensure compliance, clarity, and scalability. Maintain policy documentation and employee handbooks.
• Act as the point of contact for policy interpretation and resolution.

3. Onboarding & Employee Lifecycle

• Own end-to-end onboarding (role clarity, KRA setup, training plans).
• Ensure new hires understand expectations, KPIs, reporting structure, and communication channels from Day 1.
• Design probation review frameworks and confirmation processes.
• Support exits, feedback collection, and knowledge transfer.

4. Reporting Structure & Org Effectiveness

• Define and document reporting structures, roles, and responsibilities.
• Ensure clarity in who reports to whom and decision-making ownership.
• Partner with leadership on org design during scale-up.

5. Compensation, Appraisal & Validation

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  Validate salary structures against role scope and market benchmarks.
• Design and run performance-linked appraisal cycles.
• Support leadership in promotion and compensation decisions using data-backed insights.

6. Training, Engagement & Motivation

• Identify training needs based on performance gaps.
• Coordinate internal/external training programs.
• Design engagement initiatives, events, and motivation programs.
• Act as a trusted advisor for employee concerns and morale.

7. Communication & Stakeholder Management

• Set up and manage internal communication channels.
• Act as a bridge between employees and leadership.
• Provide regular people metrics and HR reports to founders