HR Business Partner

AVASO Technology Solutions; Mohali; On-site; INR 1,800,000 - 2,800,000; Full time

Job summary

AVASO Technology Solutions in Mohali seeks an HR Business Partner – Manager to act as a strategic partner to business leaders. You will drive PMGM, manage goal alignment, and lead engagement initiatives to improve culture and workforce effectiveness.

The role includes governance of performance ratings, calibration discussions, and data-driven insights to guide leadership decisions. Experience in SAP SuccessFactors and HR analytics is preferred.

Qualifications

• Must have strong expertise in Performance & Goal Management frameworks.

Responsibilities

• Drive end-to-end PMGM framework across functions.
• Lead structured goal setting, alignment, and quarterly check-ins.
• Anchor meritocracy-based performance differentiation.
• Run calibration discussions for fairness and parity.
• Track performance metrics and coaching interventions.
• Support managers with PMGM training and governance.

Skills

PMGM framework

Meritocracy-based rewards

Engagement strategy

Calibration & governance

Data analytics & storytelling

Emotional intelligence

Conflict resolution

Project management

Coaching senior managers

Education

Bachelor's in HR

Master's in HR

HR certification (advantage)

Tools

SAP SuccessFactors

HR Analytics tools

Survey platforms

Job description

Role Summary / Job Purpose

The HR Business Partner – Manager will serve as a strategic partner to business leaders, driving performance governance, talent effectiveness, and employee engagement initiatives across the organization.

This role will anchor the organization’s Performance Management & Goal Management (PMGM) framework, ensuring merit-based differentiation, governance discipline, and alignment between business strategy and individual outcomes. The incumbent will also lead structured employee engagement interventions and act as a catalyst for culture building, workforce effectiveness, and organizational capability enhancement.

This is a high-impact individual contributor role with strong strategic accountability.

Key Responsibilities

Performance & Goal Management (PMGM) Leadership

• Drive end-to-end execution of the PMGM framework across assigned functions.
• Ensure structured goal setting, alignment, documentation, and quarterly check-ins.
• Anchor performance differentiation philosophy aligned with meritocracy.
• Lead calibration discussions to ensure fairness, governance, and parity.
• Monitor performance discipline metrics (completion rate, documentation quality, rating distribution).
• Enable managers through structured PMGM training and coaching interventions.
• Strengthen linkage between performance outcomes and rewards.

Employee Engagement & Culture Building

• Design and execute structured employee engagement initiatives.
• Conduct pulse surveys and analyze engagement drivers.
• Translate engagement data into actionable insights for leadership.
• Partner with business to drive culture initiatives aligned to organizational values.
• Address morale risks, retention triggers, and behavioral patterns proactively.

Employee Relations & Governance

• Lead ER case handling with documentation discipline and compliance alignment.
• Ensure adherence to policies, statutory requirements, and governance standards.
• Coach managers on workplace conduct, grievance handling, and corrective actions.

Data-Driven Insights & HR Analytics

• Analyze performance trends, attrition patterns, engagement indicators.
• Build dashboards to provide predictive talent insights.
• Use data to recommend interventions to leadership.

HR Systems & Digital Enablement (SAP SuccessFactors)

• Lead domain-specific SAP SuccessFactors implementation and enhancements.
• Ensure performance module optimization and governance compliance.
• Drive adoption of HR tech platforms for process standardization.

Required Skills

• Strong expertise in Performance & Goal Management frameworks.
• Deep understanding of meritocracy-based reward philosophy.
• Experience in engagement strategy.
• Strong calibration and performance differentiation capability.
• Strong analytical orientation with data storytelling ability.
• High emotional intelligence and conflict resolution capability.
• Project management skills with ability to handle multi-dimensional initiatives.
• Strong facilitation and coaching capability for senior managers.

Tools / Systems / Technical Knowledge

• SAP SuccessFactors
• HR Analytics & Reporting Tools
• Survey and Engagement Platforms

Decision-Making Authority

• Operational decision-making within assigned functions.
• Advisory authority on performance ratings and governance alignment.
• Influence-based decision-making across business units

Problem-Solving Complexity

• Moderate to high complexity involving strategic trade-offs.
• Multi-stakeholder alignment and performance governance decisions.
• Talent risk mitigation and engagement interventions.

Stakeholder Management / Influence

• Senior Leadership
• Business Unit Heads
• Cross-functional Teams
• Employees across levels
• Non-client facing role

Education & Certification Requirements

• Bachelor’s in human resource
• Masters’ in human resource
• Any HR certification would be an added advantage

Experience Requirements

• 6–8 years of progressive HR experience
• Minimum 3–4 years in Strategic HRBP role
• Demonstrated experience in:
• Performance Management & Calibration
• Employee Engagement Strategy
• Organizational Development
• HRIS Implementation (SAP SuccessFactors preferred)
• IT Services / Technology industry exposure preferred