HR Business Partner (HRBP) Tech / Engineering

Taglynk; Bengaluru; On-site; INR 1,200,000 - 2,400,000; Full time

Job summary

Taglynk is seeking an energetic and strategic HR Business Partner to partner with our Engineering, Product, and Technology teams. You will translate business goals into talent strategies, drive headcount planning, talent retention, performance management, culture, and high-tech skill development.

As a trusted advisor to tech leaders, you will guide managers on feedback delivery, career pathing, and managing performance.

Qualifications

• 3 to 7 years of progressive HR experience, with at least 2+ years as HRBP partnering with Tech, SaaS, or Product Engineering teams.

Responsibilities

• Strategic Business Partnership & Talent Planning with Tech leaders and engineering teams; quarterly workforce planning and skill-gap analysis.

Skills

HRBP experience

Tech partnerships

Data-driven HR

Stakeholder management

Education

Bachelor's in HR/BA

MBA in HR

Tools

Workday

BambooHR

Darwinbox

Job description

Role Overview

We are looking for an energetic and strategic HR Business Partner (37 years of experience) to partner with our Engineering, Product, and Technology teams. In this role, you will act as a trusted advisor to tech leaders and managers, translating business goals into actionable talent strategies. You will drive key people initiatives across headcount planning, tech talent retention, performance management, culture, and high-tech skill development.

Key Responsibilities

1. Strategic Business Partnership & Talent Planning Partner closely with Tech Directors, Engineering Managers, and Product Leads to align people strategies with product and business roadmaps. Lead quarterly workforce planning, identifying critical skill gaps across engineering, architecture, product, and DevOps teams. Track and analyze HR metrics (turnover rate, time-to-fill, employee sentiment) to make data-driven decisions.
2. Tech Talent Engagement & Retention Design and execute retention strategies tailored to high-demand technical talent (Software Engineers, Data Scientists, Product Managers). Conduct regular 1:1 stay interviews, pulse surveys, and check-ins to monitor team health and mitigate burnout. Champion tech culture initiatives, such as internal hackathons, tech talks, and engineering recognition programs.
3. Performance Management & Manager Coaching Facilitate continuous performance management, OKR/KPI reviews, and appraisal cycles for tech teams. Coach tech leads and first‑time engineering managers on feedback delivery, career pathing, and managing underperformance. Map clear technical and leadership career ladders to help engineers grow within the organization.
4. Employee Relations & Conflict Resolution Serve as a primary point of contact for employee queries, escalations, and workplace issues within tech units. Conduct fair, objective investigations into employee relations matters and ensure compliance with employment laws. Foster an inclusive, psychological safe, and collaborative engineering environment.
5. Talent Acquisition Partnership & Onboarding Partner with Talent Acquisition to build tech hiring pipelines and refine interview loops for critical tech roles. Drive a seamless, highly engaging technical onboarding experience to shorten time-to-productivity for new hires.

Required Skills & Qualifications

• Experience: 3 to 7 years of progressive HR experience, with at least 2+ years dedicated as an HRBP partnering directly with Tech, SaaS, or Product Engineering teams.
• Education: Bachelors degree in HR, Business Administration, or related field; MBA/Masters in HR preferred.
• Domain Acumen: Strong understanding of technology roles, tech stacks, and modern engineering work dynamics (Agile, remote/hybrid workflows, high‑attrition tech markets).
• Data-Driven: Proficiency with HRIS (e.g., Workday, BambooHR, Darwinbox) and HR analytics tools to leverage data for talent decisions.
• Communication & Influence: Outstanding interpersonal and conflict resolution skills, with a track record of influencing tech managers and mid‑level leaders. .