Sr Manager - HRBP, Corporate Functions

Role Overview

This position is for a Senior Manager – HR Business Partner supporting corporate functions. The role focuses on building, refining, and executing people processes that are objective, context-aware, and aligned to business needs. A major part of the job is improving existing HR practices to create a strong and positive experience for internal stakeholders.

The role carries accountability for approximately 800+ employees across India.

Key Responsibilities

Talent Acquisition and Workforce Planning

• Lead manpower planning, budgeting, and alignment of manpower requirements.
• Speed up approval, recruitment, and onboarding cycles.
• Work with business leaders to shape role requirements and collaborate with talent acquisition for suitable hiring outcomes.
• Take part in interviews and help with role benchmarking.
• Offer proactive recommendations to reduce delays in approvals.
• Maintain parity across grade, experience, and compensation structures.

Confirmation Management

• Partner with business leaders to share feedback when employee confirmations are delayed or extended.
• Ensure confirmation decisions are closed within the expected timeline.
• Share hiring feedback with the talent acquisition team when a hiring decision does not work out well.

Performance Management

• Build goal and KRA frameworks with measurable and objective metrics.
• Include employee input and conduct goal-setting workshops.
• Drive system training and make sure KRA updates happen on time.
• Ensure new employees have goals set within three months of joining.
• Support appraisal cycles and closure of performance discussions.
• Help managers handle difficult conversations effectively.
• Use performance and organizational data to support normalization discussions.
• Handle exceptions, promotions, and governance-related process decisions.
• Make sure performance cycles are communicated and closed on time.

Talent Management and Learning

• Support internal movement and cross-functional career moves.
• Identify high-potential employees and build succession pipelines.
• Execute learning programs covering functional skills and behavioral capabilities.

Exit Management

• Handle employee exits, related communications, and retention conversations.
• Conduct exit interviews and ensure all separation formalities are completed smoothly.
• Support performance-improvement-plan exits and update manpower planning records accordingly.

Management Trainee / Intern Program

• Manage the full lifecycle of management trainees and interns.
• Ensure assignments and projects are meaningful and relevant.
• Coordinate reviews and support PPO decision-making.
• Share feedback with interns and guides.

Employee Engagement

• Run connect sessions, focus group discussions, and surveys.
• Plan and execute engagement initiatives around culture, wellness, and rewards.
• Review survey insights and help leaders prepare action plans.

Data and Systems

• Maintain accurate employee records and ensure system data remains reliable.
• Coordinate changes with HR Operations teams using systems such as OneHR and Metis.
• Support quick resolution of queries related to policies, leave, insurance, and HR systems.

Analytics and Additional Work

• Prepare HR analytics as needed, including hiring, attrition, talent, and employee demographics.
• Take on any additional function-related or organization-wide projects assigned from time to time.

Job Scope

Internal coordination includes business leaders, functional leaders, employees, and corporate teams such as HR Ops, Talent Acquisition, Rewards, Learning, and Finance. External coordination may include consulting and learning partners, institutes, and engagement partners when needed.

The geographical scope is India for the HRBP responsibility and global for engagement-related work.

Travel Requirement

Travel is expected approximately once every 45 days.

Educational Qualification

An MBA in Human Resources is required.

Required Skills and Approach

The role calls for a strong grasp of end-to-end HR processes, including compensation and rewards, along with the ability to design and implement practical workflows. The ideal candidate should be able to move tasks to closure quickly, work with energy and ownership, take a digitization-oriented approach, and engage effectively with employees, leaders, and cross-functional teams. A broad, business-oriented perspective is important.

Experience

Experience should be in line with the grade for this position.

Disclaimer

This description outlines the general nature and level of work expected in the role. It is not intended to list every duty, responsibility, or qualification. The employer may revise responsibilities over time and assign comparable or additional duties aligned with the incumbent’s background and experience.