UPL - Global HR Business Partner

Job Summary:
The Global HR Business Partner will serve as a strategic partner to employees and leaders across Corporate and Global Functions, including Sales-Commercial, Marketing, SCM, Finance, Legal, and enabling functions. The role will lead and execute workforce planning, talent, learning and leadership development, culture and enterprise-wide people initiatives, while managing complex stakeholder expectations in a matrixed, global environment. This position requires a strong balance of strategic thinking, data-driven decision-making, and hands-on execution, with ownership of corporate-led HR projects, transformation initiatives, and change management.
Job Responsibilities:
- Lead annual workforce planning for Corporate and Global Functions, aligned to business strategy, productivity goals, and growth priorities.
- Drive headcount governance and reporting via dashboards with a strong focus on cost control initiatives, including spans and layers, attrition, hiring & internal mobility for Global CPHQ.
- Act as a trusted HR advisor to Global Functional Heads and senior leadership, influencing people decisions through data, insights, and business understanding.
- Navigate complex stakeholder dynamics across geographies and functions while ensuring alignment with global HR programs and governance.
- Own talent reviews, 9-box assessments, succession planning, and internal mobility for corporate and global roles.
- Build and execute leadership development and capability-building learning agenda for functional leaders and critical talent pools in partnership with Global CoE.
- Drive assessment of role readiness, development needs, and targeted interventions (coaching, mentoring, learning pathways), functional academies, and future skills agenda.
- Work with business managers and their teams to deliver objective settings, annual performance appraisals, ratings calibration, performance development plans and performance improvement plans, where needed.
- Lead and manage corporate HR and business-led initiatives, such as reorganizations, role redesign, operating model changes, and productivity programs.
- Act as the HR program manager for cross-functional, global initiatives and change management plans impacting CPHQ employees incl. stakeholder communication, leader enablement, risk mitigation, and adoption tracking.
- Be accountable for employee experience: assist with addressing employee grievances, overseeing engagement programs & employee relations as per the local compliance standards & labor laws.
- Implement & ensure compliance with local standards, rules, tools, policies and processes related to HR operations.

- Work with Global shared services teams for Employee data management through the global HR Information System, compliances, policy enablement, etc.
- Provide strategic input on reward and recognition frameworks to reinforce performance, accountability, and UPL values.
- Drive engagement initiatives like New hire Buddy/ mentoring program, Skip Level Meeting, Pulse Surveys, Employee Focus Groups, Team Events, and R&R programs.
Required Education and Experience:
- Graduate with an MBA in HR from a premium institute.
- 5-7 years of progressive HR Business Partnering experience, preferably supporting corporate or global functions.
- Strong experience in workforce planning, organization design, cost management, and workforce analytics.
- Demonstrated capability in senior stakeholder management and influencing leaders.
- Experience of working with teams in a fast-paced, high-growth focused, dynamic and hands-on work environment.
- Have a strong solution focus and be comfortable working in an environment which demands strong deliverables along with the ability to identify problems and drive appropriate solutions.
- Adopt a hands-on approach while regularly gauging the "pulse" of the employees to ensure a high level of engagement.
- Location: Navi-Mumbai, India.
Key Competencies Required:
- Adaptability & Resilience: Recognizes and is open to changing circumstances and alters behavior and scales up as necessary; increases personal awareness and appreciation of individual and cultural differences to create an open, inclusive, and accepting workplace.
- Entrepreneurial Mindset: Has a creative mindset and ability to think holistically, takes calculated risks and maximizes opportunities.
- Results Orientations: Takes action, pursues goals with persistence and achieves results; communicates goals and vision to the team to drive enthusiasm and ambition.
- Execution Excellence: Enhances the speed of execution and builds efficiency in processes, systems and people; has sharp focus on quality-orientation.
- Strategic Orientation: Demonstrates knowledge of the social, economic, and environmental factors and how they impact the business. Identifies key issues that could impact the business and develops strategy through an analytical lens / design thinking.
- Building Teams and Talent: Empowers colleagues through knowledge sharing and delegation, quickly establishing rapport; provides recognition for achievements and accomplishments.
- Customer Centricity: Understands the customer needs and pain points, fulfills the needs and expectations by focusing on creating value for customers.