Leader - People Success Partner

Why Globalisation Excellence (GE)  

Zinnov’s Globalisation Excellence (GE) practice helps enterprises build and scale Global Capability Centers (GCCs) end-to-end — from Design & Discovery to Build, Scale, and Run. 

In GE, you don’t work in silos. You: 

• Own complex, end-to-end client journeys 

• Work across GCC advisory, managed services, and BOT / outsourcing models 
• Influence leadership decisions that shape long-term talent and operating strategies 

This is where strategy meets execution — and where people leadership plays a defining role. 

About the Role 

As Director – HR Business Partnerships, you will lead the HR Business Partnering function for a Global Operations organization, serving as a strategic advisor to senior leadership and driving high-impact people strategies across India and global teams. 

You will partner closely with the Global Head of Operations and the broader Operations leadership team to translate business priorities into effective workforce, talent, leadership, organizational, and culture strategies. 

This is a hands-on leadership role that requires the ability to move seamlessly between enterprise-level strategy, executive partnership, team leadership, and practical execution. You will lead and develop a high-performing HRBP team while strengthening the function’s strategic influence, operating model, and effectiveness. 

What You’ll Do 

HRBP Leadership & Capability Building 

• Lead, coach, develop, and hold accountable the HRBP team supporting Global Operations. 

• Establish a consistent HRBP operating model focused on strategic partnership, business acumen, proactive problem-solving, and measurable impact. 

• Build strong partnership cadences between HRBPs and the business leaders they support. 

• Review HRBP priorities, workloads, business coverage, and effectiveness to ensure resources remain aligned with organizational needs. 

• Establish clear individual and team goals across strategic partnership, talent management, engagement, leadership development, people analytics, and cross-functional collaboration. 

• Identify capability gaps and create targeted development plans to strengthen HRBP effectiveness and strategic contribution. 

• Build a culture where HRBPs operate as proactive people strategists and trusted advisors rather than transactional or reactive HR resources. 

Executive Partnership & Business Advisory 

• Serve as the primary HR Business Partner and trusted advisor to the Global Head of Operations and broader Operations leadership team. 

• Develop a deep understanding of business strategy, financial and performance objectives, operating metrics, workforce model, client commitments, and future growth requirements. 

• Translate business priorities into integrated people strategies covering organization design, workforce capacity, leadership capability, talent, engagement, retention, change, and culture. 

• Participate in leadership meetings, business reviews, planning discussions, and major organizational decisions. 

• Provide candid, thoughtful, and evidence-based counsel, including challenging assumptions and proposed decisions when required. 

• Anticipate workforce, talent, leadership, and organizational risks before they impact business performance. 

• Coach senior leaders on leadership effectiveness, accountability, communication, performance, team health, and organizational change. 

Organization Design & Workforce Planning 

• Lead organization design and workforce planning in partnership with business leadership, Finance, Talent Acquisition, and other key stakeholders. 

• Assess organizational structures, reporting relationships, spans of control, decision rights, roles, and capabilities against business strategy. 

• Identify organizational gaps, role duplication, unnecessary complexity, unclear accountability, and barriers to effective decision-making. 

• Support reorganizations, integrations, growth initiatives, operating-model changes, and workforce transitions from diagnosis through implementation and stabilization. 

• Develop workforce plans that anticipate future volume, capacity, skills, locations, technology, and leadership requirements. 

• Use business forecasts, attrition data, productivity information, and talent insights to identify future workforce needs. 

• Help leaders determine whether business needs should be addressed through hiring, development, process improvement, technology, restructuring, or changes in work allocation. 

Talent Management & Succession Planning 

• Lead consistent talent-review and succession-planning practices across the organization. 

• Partner with leaders to identify critical roles, high-potential talent, succession risks, readiness gaps, and development priorities. 

• Facilitate objective and evidence-based talent calibration discussions while challenging bias and inconsistent standards. 

• Ensure succession plans translate into meaningful development actions, stretch assignments, mentoring, and measurable follow-through. 

• Partner with Learning & Development to address leadership and capability needs identified through talent reviews and business planning. 

• Monitor bench strength and talent readiness for critical roles. 

• Support career paths and talent movement across geographies, functions, and operational teams. 

• Help leaders distinguish between performance, potential, readiness, and role fit when making talent decisions. 

Leadership Coaching & Capability Building 

• Serve as a coach and advisor to senior leaders, strengthening self-awareness, judgment, communication, accountability, team effectiveness, and people leadership. 

• Build leader capability to independently manage people, performance, engagement, and organizational challenges. 

• Establish coaching approaches that create leader ownership rather than dependence on HR. 

• Identify recurring leadership capability gaps and partner with Learning & Development to develop practical solutions. 

• Support onboarding and integration of new senior leaders and leaders moving into expanded roles. 

• Facilitate leadership discussions, talent conversations, team-effectiveness sessions, and development experiences. 

• Reinforce learning through coaching, action planning, and accountability, with a focus on demonstrated behavior change and business impact. 

Engagement, Culture & Organizational Health 

• Translate Zinnov’s purpose and values into everyday leadership practices, decisions, and behaviors. 

• Serve as a visible culture champion and ensure consistent reinforcement of organizational values. 

• Analyze engagement surveys, employee feedback, retention information, and other listening data to identify meaningful themes and opportunities. 

• Guide leaders in developing focused and measurable engagement and organizational-health action plans. 

• Coach leaders through difficult feedback and help move conversations from explanation to ownership and action. 

• Monitor differences in employee experience across locations, teams, leaders, and workforce populations.