Director Business HR
Crisil
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Job summary
Crisil invites an experienced Core HR Business Partner to shape people strategies across our business units in Mumbai. You will lead workforce planning, talent management, succession planning, and performance management while partnering with senior leaders to drive organizational effectiveness and engagement.
In this role you will manage end-to-end employee lifecycle, leverage analytics to inform decisions, and influence stakeholders across global functions in a fast-paced, matrixed environment.
Qualifications
- 10+ years of experience as an HR Business Partner.
- MBA preferred.
- Experience partnering with global stakeholders across regions.
- Strong expertise in talent management, succession planning, organizational development, employee relations, and workforce planning.
- Proven ability to influence senior stakeholders in fast-paced environments.
Responsibilities
- Partner with business leaders to develop and execute people strategies aligned with business goals.
- Advise on organizational design, workforce planning, and change management initiatives.
- Lead talent reviews, succession planning, and leadership development programs.
- Drive employee engagement initiatives and foster a positive, inclusive work environment.
- Leverage HR analytics to monitor key metrics and inform decision-making.
Skills
Education
Job description
The Core HR Business Partner (HRBP) serves as a strategic partner to business leaders, driving people strategies that align with business objectives and support organizational growth. The role is responsible for managing the end-to-end employee lifecycle across assigned business units, with a focus on workforce planning, talent management, succession planning, performance management, employee engagement, and organizational effectiveness. The HRBP will influence senior stakeholders and drive a robust talent agenda that enables business success.
- Partner with business leaders to develop and execute people strategies aligned with business goals.
- Advise on organizational design, workforce planning, talent development, and change management initiatives.
- Act as a trusted advisor on leadership development, employee engagement, and succession planning.
- Drive talent reviews, succession planning, and leadership pipeline development.
- Identify, develop, and retain high-potential talent to strengthen organizational capability.
- Lead the performance management process and support managers in driving high performance and career growth.
- Manage employee relations matters with a focus on fostering a positive and inclusive work environment.
- Drive employee engagement initiatives and support a strong culture of collaboration and accountability.
- Handle performance improvement, conflict resolution, and disciplinary matters as required.
- Leverage HR metrics and analytics to provide data-driven insights and recommendations.
- Monitor key people metrics, including attrition, engagement, workforce utilization, and organizational health.
- Track the effectiveness of HR initiatives and support informed business decision-making.
- 10+ years of relevant experience as an HR Business Partner.
- An MBA from a reputed institute is preferred.
- Experience partnering with global stakeholders and supporting geographically dispersed teams across multiple regions.
- Strong expertise in talent management, succession planning, organizational development, employee relations, and workforce planning.
- Proven ability to influence senior stakeholders and drive business-aligned people outcomes.
- Demonstrated ability to drive people strategies in complex, matrixed, and fast-paced business environments.
- Strong business and HR acumen with excellent problem-solving and analytical skills.
- Effective stakeholder management and influencing capability across all organizational levels.
- Excellent communication, consulting, and presentation skills.
- Strategic mindset with the ability to balance business priorities and people outcomes.
- Ability to thrive in dynamic environments and drive impactful change.
The Core HR Business Partner (HRBP) serves as a strategic partner to business leaders, driving people strategies that align with business objectives and support organizational growth. The role is responsible for managing the end-to-end employee lifecycle across assigned business units, with a focus on workforce planning, talent management, succession planning, performance management, employee engagement, and organizational effectiveness. The HRBP will influence senior stakeholders and drive a robust talent agenda that enables business success.
- Partner with business leaders to develop and execute people strategies aligned with business goals.
- Advise on organizational design, workforce planning, talent development, and change management initiatives.
- Act as a trusted advisor on leadership development, employee engagement, and succession planning.
- Drive talent reviews, succession planning, and leadership pipeline development.
- Identify, develop, and retain high-potential talent to strengthen organizational capability.
- Lead the performance management process and support managers in driving high performance and career growth.
- Manage employee relations matters with a focus on fostering a positive and inclusive work environment.
- Drive employee engagement initiatives and support a strong culture of collaboration and accountability.
- Handle performance improvement, conflict resolution, and disciplinary matters as required.
- Leverage HR metrics and analytics to provide data-driven insights and recommendations.
- Monitor key people metrics, including attrition, engagement, workforce utilization, and organizational health.
- Track the effectiveness of HR initiatives and support informed business decision-making.
- 10+ years of relevant experience as an HR Business Partner.
- An MBA from a reputed institute is preferred.
- Experience partnering with global stakeholders and supporting geographically dispersed teams across multiple regions.
- Strong expertise in talent management, succession planning, organizational development, employee relations, and workforce planning.
- Proven ability to influence senior stakeholders and drive business-aligned people outcomes.
- Demonstrated ability to drive people strategies in complex, matrixed, and fast-paced business environments.
- Strong business and HR acumen with excellent problem-solving and analytical skills.
- Effective stakeholder management and influencing capability across all organizational levels.
- Excellent communication, consulting, and presentation skills.
- Strategic mindset with the ability to balance business priorities and people outcomes.
- Ability to thrive in dynamic environments and drive impactful change.
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