HR Business Partner

Duroflex; Bengaluru; On-site; INR 900,000 - 1,500,000; Full time

Job summary

Duroflex Bengaluru is seeking an HR Business Partner to work closely with business leaders, managers, and employees to drive effective people practices and create a high-performing employee environment.

This is a hands-on, business-facing HR role that goes beyond transactional HR, focusing on understanding business needs and delivering people interventions and processes.

Qualifications

• 1–4 years of experience in HR, preferably in an HRBP or business-facing HR role.
• Hands-on, business-facing HR role beyond transactional HR.
• Strong in people skills, comfortable with data and processes, and execution-oriented.
• Ability to partner with business leaders and managers on HR matters.
• Experience building and executing HR processes and HR policies.

Responsibilities

• Business Partnering with leaders on day-to-day and strategic people matters.
• Drive onboarding, confirmations, transfers, promotions, performance, and exits.
• Build and improve HR processes; drive simplification and standardization.
• Handle employee relations, grievances with fairness and confidentiality.
• Drive performance management, goal setting, reviews, and feedback.
• Lead employee engagement and culture initiatives, and communicate HR changes.
• Own HR analytics: headcount, attrition, hires, movements, dashboards.
• Coordinate cross-functional HR projects from concept to closure.

Skills

HR Business Partnering

Employee Relations

Employee Lifecycle Management

HR Process Design & Execution

Stakeholder Management

Performance Management

Talent Management

Employee Engagement

HR Analytics

Grievance Handling

Change Management

Project Management

HR Operations

Job description

4 - 6 Years

DPL/Regular

Job Description

HR Business Partner

About the Role

We are looking for an HR Business Partner who will work closely with business leaders, managers, and employees to drive effective people practices and create a high-performing employee environment.

This is a hands-on, business-facing HR role that goes beyond transactional HR. The HRBP will understand business needs, build and execute people processes, manage employee lifecycle interventions, resolve employee concerns, and partner with stakeholders to drive people and business outcomes.

The ideal candidate is someone who is strong with people, comfortable with data and processes, and has a high bias for action and execution.

Key Responsibilities

1. Business Partnering

Partner with business leaders and managers on day-to-day and strategic people matters.

Understand business priorities and translate them into relevant HR interventions.

Act as a trusted advisor to managers on employee and people-related matters.

Build strong relationships across levels and maintain regular employee connects.

Proactively identify people challenges and work with stakeholders to address them.

2. Employee Lifecycle Management

Drive key employee lifecycle processes including onboarding, confirmation, transfers, promotions, performance management, and exits.

Ensure a smooth and consistent employee experience across key moments in the employee lifecycle.

Partner with managers to address employee concerns and ensure timely resolution.

Ensure HR policies and processes are effectively understood and implemented.

3. HR Process Building & Execution

Build, improve, and implement HR processes based on business requirements and organizational priorities.

Identify gaps in existing processes and drive simplification, standardization, and continuous improvement.

Own HR trackers, dashboards, process documentation, and review mechanisms.

Ensure timely execution and closure of HR initiatives.

Work with relevant teams to improve HR systems, tools, and ways of working.

4. Employee Relations

Act as a point of contact for employees on workplace concerns, grievances, and HR-related matters.

Handle employee issues with fairness, confidentiality, and maturity.

Partner with managers to proactively address employee relations concerns.

Support disciplinary and corrective action processes in line with organizational policies.

5. Performance & Talent Management

Drive performance management processes for the business/function.

Partner with managers on goal setting, performance reviews, feedback, and performance improvement.

Support talent identification, talent reviews, succession planning, and career development initiatives.

Identify capability and talent gaps and work with L&D and Talent teams on appropriate interventions.

6. Employee Engagement & Culture

Partner with business teams to create meaningful employee engagement initiatives.

Use employee feedback and HR data to identify opportunities to improve employee experience.

Support culture-building initiatives and organizational change programs.

Drive effective communication of HR initiatives, policies, and organizational changes.

7. HR Analytics & Insights

Own and track key people metrics such as headcount, attrition, absenteeism, hiring, employee movements, and other relevant HR metrics.

Analyse people data to identify trends, risks, and opportunities.

Create dashboards and reports for regular business and HR reviews.

Use data and insights to support people-related decision-making.

8. Cross-functional HR Projects

Support and drive organization-wide HR initiatives across areas such as talent management, performance management, engagement, culture, capability building, and organizational effectiveness.

Work with cross-functional stakeholders to deliver projects within agreed timelines.

Take ownership of assigned projects from concept to execution and closure.

What Makes You a Great Fit

1–4 years of experience in HR, preferably in an HRBP or business-facing HR role.

Strong understanding of core HR processes and employee lifecycle management.

Experience partnering with business leaders, managers, and employees.

Strong employee relations and grievance-handling skills.

Demonstrated ability to build and execute HR processes.

Strong stakeholder management and communication skills.

Comfortable working with HR data, dashboards, trackers, and reports.

Strong ownership and execution orientation — you take things from problem identification to closure.

Ability to manage multiple priorities in a fast-paced environment.

Strong problem-solving skills with a practical, business-oriented approach.

High level of maturity, discretion, and confidence in handling sensitive employee matters.

Key Skills

HR Business Partnering | Employee Relations | Employee Lifecycle Management | HR Process Design & Execution | Stakeholder Management | Performance Management | Talent Management | Employee Engagement | HR Analytics | Grievance Handling | Change Management | HR Operations | Project Management

The Person We're Looking For

You see HRBP as more than just HR support for the business.

You understand the business, build strong stakeholder relationships, spot people challenges before they become problems, create processes where there are gaps, and most importantly — make sure things get done.

Strong with people. Strong with processes. Strong on ownership.