Assistant Manager- HRBP

MrMed; Chennai; On-site; INR 1,200,000 - 1,800,000; Full time

Job summary

MrMed – Eazymed Technologies Pvt. Ltd.

is seeking an experienced and people-focused Assistant Manager – HRBP to partner with functional heads and managers and drive the people agenda across the employee lifecycle. The role involves understanding business goals and workforce needs, supporting workforce planning and talent acquisition, driving performance management and engagement, handling employee relations, and building HR processes and analytics in a fast-paced startup environment.

Qualifications

• MBA / PGDM in HR or Human Resources Management preferred.
• 5–8 years of experience in HR Business Partnering or generalist HR, preferably in a startup, e-commerce, healthcare, or fast-growing organisation.
• Strong understanding of HR Business Partnering, workforce planning and budgeting, and talent acquisition coordination.
• Hands-on experience in performance management (OKRs/KPIs, appraisals, PIPs), employee engagement, and retention.
• Sound knowledge of employee relations, grievance handling, and disciplinary processes.
• Exposure to organisation development, learning & development, and compensation & benefits.
• Working knowledge of HR policies, statutory compliance, and employee lifecycle management.
• Proficiency in HR analytics and MIS, with strong Excel skills and experience with HRMS tools.
• Strong stakeholder management skills, with the ability to work closely with founders, leadership, and functional managers.
• Startup agility – ability to build HR processes from the ground up, manage competing priorities, and execute in a fast-paced environment.
• Excellent communication, problem-solving, and people-management skills.

Responsibilities

• HR Business Partnering: Partner with functional heads and managers to understand business goals, workforce needs, and people challenges, and provide practical HR solutions.
• Workforce Planning & Budgeting: Prepare manpower plans, identify hiring priorities, track headcount, and align workforce requirements with business budgets.
• Talent Acquisition Coordination: Work closely with the Talent Acquisition team on critical hiring, role prioritization, hiring timelines, and workforce requirements.
• Performance Management: Drive goal setting, OKRs/KPIs, mid-year and annual appraisals, performance reviews, and performance improvement plans (PIPs).
• Employee Engagement & Retention: Develop engagement initiatives, identify attrition risks, conduct stay and exit interviews, and improve employee retention.
• Employee Relations & Grievance Handling: Address employee concerns, resolve workplace conflicts, handle disciplinary matters, and ensure fair and consistent practices.
• Organisation Development (OD): Support organisation design, role clarity, competency frameworks, succession planning, and leadership development.
• Learning & Development: Conduct Training Needs Analysis (TNA), identify capability gaps, and coordinate functional and leadership development initiatives.
• Compensation & Benefits: Support salary reviews, compensation benchmarking, appraisal budgets, internal parity, and retention-related compensation decisions.
• HR Policies & Compliance: Develop and implement HR policies, maintain statutory compliance, and ensure consistent application of company policies.
• Employee Lifecycle Management: Manage onboarding, probation reviews, confirmation, internal movements, employee documentation, and exit formalities.
• HR Analytics & MIS: Track headcount, attrition, hiring performance, employee costs, engagement, and other people metrics to support data-driven decisions.
• Stakeholder Management: Work closely with founders, leadership, and functional managers to resolve people challenges and drive accountability.
• Startup Agility & Execution: Build and improve HR processes from the ground up, manage competing priorities, and execute effectively in a fast-paced environment.
• HRMS & Process Automation: Manage HRMS processes, maintain accurate employee data, improve HR workflows, and reduce manual work.

Skills

HRBP

Workforce planning

Talent acquisition

OKRs/KPIs

Employee engagement

Employee relations

OD & L&D

Compensation & benefits

HR analytics

Stakeholder mgmt

Startup agility

Education

MBA / PGDM in HR

Tools

Excel

HRMS tools

Job description

Company: MrMed – Eazymed Technologies Pvt. Ltd.

Industry: HealthTech | E-commerce | Specialty Pharmacy

Experience: 5–8 years

Employment Type: Full-time

Work Mode: Work from Office – 6 days a week

MrMed is a fast-growing digital healthcare platform committed to making specialty and life-saving medicines accessible and affordable across India. We support patients battling chronic and critical illnesses by simplifying access to high-cost therapies and providing end-to-end assistance throughout their treatment journey.

At MrMed, we are driven by empathy, integrity, and a deep commitment to improving patient lives. We foster a transparent, collaborative, and growth-oriented culture where individuals are empowered to take ownership, innovate, and create meaningful impact.

Role Summary

We are looking for an experienced and people-focused Assistant Manager – HRBP to partner with functional heads and managers at MrMed and drive the people agenda across the employee lifecycle. The role involves understanding business goals and workforce needs, supporting workforce planning and talent acquisition, driving performance management and engagement, handling employee relations, and building HR processes and analytics in a fast-paced, startup environment.

Key Responsibilities

• HR Business Partnering: Partner with functional heads and managers to understand business goals, workforce needs, and people challenges, and provide practical HR solutions.


• Workforce Planning & Budgeting: Prepare manpower plans, identify hiring priorities, track headcount, and align workforce requirements with business budgets.


• Talent Acquisition Coordination: Work closely with the Talent Acquisition team on critical hiring, role prioritization, hiring timelines, and workforce requirements.


• Performance Management: Drive goal setting, OKRs/KPIs, mid-year and annual appraisals, performance reviews, and performance improvement plans (PIPs).


• Employee Engagement & Retention: Develop engagement initiatives, identify attrition risks, conduct stay and exit interviews, and improve employee retention.


• Employee Relations & Grievance Handling: Address employee concerns, resolve workplace conflicts, handle disciplinary matters, and ensure fair and consistent practices.


• Organisation Development (OD): Support organisation design, role clarity, competency frameworks, succession planning, and leadership development.


• Learning & Development: Conduct Training Needs Analysis (TNA), identify capability gaps, and coordinate functional and leadership development initiatives.


• Compensation & Benefits: Support salary reviews, compensation benchmarking, appraisal budgets, internal parity, and retention-related compensation decisions.


• HR Policies & Compliance: Develop and implement HR policies, maintain statutory compliance, and ensure consistent application of company policies.


• Employee Lifecycle Management: Manage onboarding, probation reviews, confirmation, internal movements, employee documentation, and exit formalities.


• HR Analytics & MIS: Track headcount, attrition, hiring performance, employee costs, engagement, and other people metrics to support data-driven decisions.


• Stakeholder Management: Work closely with founders, leadership, and functional managers to resolve people challenges and drive accountability.


• Startup Agility & Execution: Build and improve HR processes from the ground up, manage competing priorities, and execute effectively in a fast-paced environment.


• HRMS & Process Automation: Manage HRMS processes, maintain accurate employee data, improve HR workflows, and reduce manual work.

Qualifications & Skills

• MBA / PGDM in HR or Human Resources Management preferred.


• 5–8 years of experience in HR Business Partnering or generalist HR, preferably in a startup, e-commerce, healthcare, or fast-growing organisation.


• Strong understanding of HR Business Partnering, workforce planning and budgeting, and talent acquisition coordination.


• Hands-on experience in performance management (OKRs/KPIs, appraisals, PIPs), employee engagement, and retention.


• Sound knowledge of employee relations, grievance handling, and disciplinary processes.


• Exposure to organisation development, learning & development, and compensation & benefits.


• Working knowledge of HR policies, statutory compliance, and employee lifecycle management.


• Proficiency in HR analytics and MIS, with strong Excel skills and experience with HRMS tools.


• Strong stakeholder management skills, with the ability to work closely with founders, leadership, and functional managers.


• Startup agility – ability to build HR processes from the ground up, manage competing priorities, and execute in a fast-paced environment.


• Excellent communication, problem-solving, and people-management skills.

What You Will Contribute

• Act as a trusted people partner to business leaders, aligning HR priorities with business goals.


• Strengthen performance management, engagement, and retention practices across teams.


• Build scalable HR processes, policies, and data-driven reporting as the organisation grows.


• Support a fair, transparent, and compliant workplace culture that reflects MrMed’s values.

Why Join MrMed?

At MrMed, the right people practices help us support patients who depend on specialty and life-saving medicines. As part of a patient-focused digital healthcare platform, you will help build and retain the teams that make specialty healthcare more accessible and affordable.

You will work closely with founders, leadership, and cross-functional teams in a collaborative environment that values ownership, integrity, continuous improvement, and customer focus. This role offers the opportunity to shape HR processes from the ground up and contribute directly to the growth of MrMed.