Human Resource Business Partnering

HR Business Partnering

%B8; Partner with business leaders to diagnose organisational challenges, co-create HR solutions, and support the HR Head in delivering strategic people priorities

%B8; Act as the primary HR interface for senior and mid-level leaders providing counsel on workforce planning, employee relations, and organisational effectiveness

%B8; Develop a working understanding of the business development cycle and sales force structure to provide HR support that is grounded in commercial reality, not just process

%B8; Prepare briefing documents, dashboards, and data analyses that drive informed decision-making at the leadership level

Performance Management

%B8; Drive the end-to-end performance management cycle, goal setting, mid-year reviews, and annual appraisals in partnership with business teams

%B8; Understand the commercial engine of the business, how revenue is generated, where the pipeline sits, and what drives sales force productivity and use that context to design performance frameworks that are genuinely useful to the business

%B8; Identify performance trends across the organisation and recommend targeted interventions

%B8; Partner with leaders to manage underperformance constructively and in compliance with company policy

%B8; Use talent reviews and succession planning as a performance tool, identifying high-potentials, maintaining pipelines for critical roles, and ensuring individual development plans are tied to business needs

Business Understanding & Commercial Partnership

%B8; Develop a deep, genuine understanding of how the business makes money, the sales cycle, business development pipeline, revenue drivers, and client acquisition model

%B8; Embed yourself in the commercial teams: attend business reviews, understand how the sales force is structured, and learn what good performance looks like on the ground

%B8; Identify workforce efficiency opportunities within the sales and BD functions, headcount deployment, attrition patterns, incentive alignment, and productivity gaps

%B8; Translate business challenges into HR interventions that actually move the needle, whether that is targeted hiring, restructuring a team, or rethinking how performance is measured

%B8; Build credibility with business leaders by speaking their language, not HR jargon, the goal is to be seen as a business person who happens to run HR, not the other way around

Talent Acquisition

%B8; Support mid-to-senior level hiring as needed, role briefing, interview coordination, and offer management

%B8; Assist with campus recruitment and Management Trainee pipeline when required

What We Are Looking For

Qualifications

%B8; MBA / PGDM in Human Resources from a reputed institution (Tier 1 or Tier 2)

%B8; 7+ years of progressive HR experience, with at least 3 years in a business partnering or generalist capacity

%B8; Demonstrated ownership across core HR domains: HR Business Partnering, Performance Management, and Commercial HR, talent acquisition exposure is a plus, not a prerequisite

Technical Skills

%B8; Comfort with Excel for data analysis pivot tables, dashboards, trend reporting

%B8; Ability to engage credibly with business development and sales leaders, understanding pipeline management, revenue cycles, and workforce efficiency levers