Head - Human Resource Business Partnering

Writer Corporation

Mumbai Suburban

On-site

INR 3,000,000 - 5,500,000

Full time

2 days ago

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Job summary

Writer Corporation is seeking a Head HRBP to act as a senior strategic HR partner to the business leadership, leading the HRBP agenda across key WIMS BPS, Tech, and corporate functions.

The role translates business strategy into people strategy, strengthens organisational effectiveness, and builds leadership capability, employee experience, and proactive talent and risk management. You will develop a scalable HRBP operating model with clear governance and senior stakeholder coverage.

Qualifications

15 to 18 years of overall HR experience.
Minimum 10 years of progressive HRBP experience.
Experience partnering with senior business leaders/CXO-level stakeholders.
Experience leading HRBP teams and organisation design.

Responsibilities

Function as a trusted HR advisor to Business Heads and senior leadership.
Translate business strategy into actionable HR priorities and actions.
Build a scalable HRBP operating model with clear ownership and governance.
Lead talent reviews, succession planning and leadership development.
Drive employee experience improvement across lifecycle and high-volume businesses.
Strengthen HR governance, processes, and data quality with HRIS.

Skills

Strategic HRBP

Leadership partnering

Organisation design

Talent management

Employee experience

Change management

Stakeholder management

Job description

Role & responsibilities

The Head HRBP will be a senior strategic HR partner to the business leadership, responsible for leading the HR Business Partnering agenda across key WIMS BPS, Tech, and corporate functions.

The role will partner closely with business leaders to translate business strategy into people strategy, strengthen organisational effectiveness, build leadership capability, improve employee experience, and proactively manage talent, performance, engagement, and workforce risks.

The role will also be responsible for building a stronger, more structured, and scalable HRBP operating model, with clear ownership, governance, and senior stakeholder coverage, enabling HR to move beyond transactional support towards an initiative-taking and commercially aligned business partnership.

The position will work closely with Business Heads, Functional Leaders and the Head-HR to ensure consistent practices while addressing the specific workforce and talent requirements of each business.

Key Responsibilities

A. Strategic Business Partnering

Function as a trusted HR advisor to Business Heads and senior leadership, bringing an independent and commercially relevant perspective to business decisions.
Understand business strategy, operating priorities, growth plans, and workforce requirements and translate them into actionable HR priorities.
Proactively identify people, organisation and leadership risks and drive interventions before they become business issues.
Establish a strong rhythm of senior stakeholder engagement, business reviews, and people governance.

B. Organisation Design & Workforce Planning

Partner with business leaders on organisation design, spans and layers, role clarity, and workforce productivity.
Ensure the right roles, levels and capabilities are available to support current and future business requirements.
Support restructuring, transformation, integration, and other organisation-wide changes as required.
Establish clarity around critical roles, succession requirements, and organisational dependencies.

C. Talent & Leadership

Build a strong talent agenda across the businesses, with particular focus on critical and leadership positions.
Partner with leaders on succession planning, talent reviews, and identification of high-potential talent.
Strengthen leadership capability through targeted development and coaching interventions.
Drive effective performance management and differentiated talent outcomes.
Build a strong internal talent pipeline for business-critical roles.

D. Employee Experience & Engagement

Own the HRBP agenda for improving employee experience across the employee lifecycle.
Use employee listening, engagement surveys, and stakeholder feedback to identify systemic people issues and convert insights into action.
Strengthen manager capability and accountability for employee experience.
Proactively address employee relations, retention, and engagement risks, particularly in high-volume and customer-facing businesses.
Partner with business leaders to build a culture of accountability, performance, and inclusion.

E. Sales & Business-Critical Stakeholder Support

Given the significant employee interface within Sales and customer-facing businesses, the role will ensure timely and senior HR partnership on:

Sales organisation effectiveness and workforce planning
Critical talent and retention
Performance and productivity
Leadership effectiveness
Employee relations and escalation management
Capability and succession planning
Business-critical people interventions
The expectation is to ensure that senior stakeholders have access to the appropriate level of HR expertise and decision support.

F. HR Governance, Process & Operating Model

Strengthen HRBP governance through defined ownership, SLAs, escalation mechanisms, and review rhythms.
Reduce dependency on individual HR team members by establishing clear roles, accountability, and continuity within the HRBP structure.
Drive consistency in the application of HR policies and processes while allowing appropriate business flexibility.
Identify opportunities to simplify and standardise HR processes and eliminate unnecessary manual intervention.
Partner with HR Operations/HRIS teams to improve data quality, reporting and system effectiveness.

G. HR Analytics & Business Insights

Establish a data-driven HRBP approach using workforce, attrition, hiring, performance, engagement, and talent data.
Develop meaningful people dashboards and insights for Business Heads and the Head-HR
Identify trends and leading indicators of attrition, productivity, engagement, and talent risk.
Use data to challenge assumptions and support evidence-based business decisions.

H. Change & Transformation

Lead the people agenda for business transformation, restructuring, and other strategic initiatives.
Assess organisational and employee impact of major business changes and build appropriate change-management interventions.
Ensure leadership alignment, communication, and employee adoption during transformation.

Leadership Expectations

The role requires an HR leader who can operate effectively at three levels simultaneously:

The successful candidate should be able to challenge senior stakeholders constructively, make sound people decisions, manage ambiguity, and bring structure to complex and fast-changing business environments.

Strategic

Partner with senior leadership on organisation, talent, workforce, and business strategy.

Tactical

Convert business priorities into clear people interventions, governance, and measurable outcomes.

Operational

Ensure strong execution through the HRBP team without becoming the primary owner of routine transactions.

Team Leadership

Lead and develop the HRBP team supporting the respective businesses.
Establish a clear HRBP structure with defined portfolios, accountability, and escalation mechanisms.
Build capability within the team so that HRBP resources can independently manage their respective businesses.
Coach HRBPs to move from issue resolution towards initiative-taking business partnering.
Create a high-performance HR team culture based on ownership, responsiveness, business understanding, and credibility.

Preferred candidate profile

Essential Experience

15 to 18 years of overall HR experience
Minimum 10 years of progressive HRBP experience
Experience partnering with senior business leaders / CXO-level stakeholders.
Preferably BPM/BPO services with people-intensive businesses.
Proven experience in organisation design, workforce planning, talent management, employee engagement, and change management
Experience leading and developing HRBP teams

Leadership & Behavioural Competencies

The candidate should demonstrate: