HRBP (2-3Years, Tier 1 Institutes)

profound.me; Bengaluru; On-site; INR 1,200,000 - 2,100,000; Full time

Job summary

We are seeking an HR Business Partner for our partner role at profound.me in Bengaluru. The HRBP will translate people insights into business outcomes, partnering with functions to tackle retention, workforce planning, organization design, performance, and engagement.

Strong generalist background and adaptability to a fast-growing company are essential. The candidate should combine data-driven diagnostics with stakeholder input, drive HR cycles, and build scalable people practices.

Qualifications

• Broad HR generalist experience across lifecycle.
• Experience adapting HR practices to growing orgs.
• Proven ability to build or improve people processes.
• Ability to combine data with insights to identify root causes.

Responsibilities

• Partner with business leaders to identify people challenges and set priorities.
• Diagnose attrition or engagement issues using data and conversations.
• Design and implement workforce plans, org structure, and spans of control.
• Lead performance management and employee engagement cycles.
• Build or adapt HR processes to meet evolving business needs as the company scales.
• Track interventions and assess if outcomes meet intent.
• Explore AI tools to improve how HR work is analyzed and delivered.

Skills

HR generalist

Data analytics

Stakeholder management

AI tools

Job description

This role is for one of our partner companies ( Series C, $150M )

HR Business Partner (HRBP)

About the Role

We’re looking for an HR Business Partner who can turn people insights into practical business outcomes.

You’ll partner closely with a business function to identify and solve high-impact people challenges across retention, workforce planning, organization design, performance, and employee engagement. This role calls for strong HR generalist foundations, sound judgment, and the ability to adapt established practices to a rapidly growing organization.

What You’ll Do

• Partner with business leaders to identify and prioritize people challenges.
• Use people data and stakeholder conversations to diagnose underlying issues.
• Investigate attrition patterns and implement targeted retention interventions.
• Shape workforce plans, reporting structures, manager requirements, and spans of control as teams scale.
• Lead recurring HR cycles, including performance management and employee engagement processes.
• Build or adapt people practices to meet evolving business needs.
• Track interventions and evaluate whether they are solving the intended problems.
• Explore AI tools to improve how HR work is analyzed, organized, and delivered.

What We’re Looking For

• Strong HR generalist experience across multiple areas of the employee lifecycle.
• A track record of adapting HR practices to different business contexts.
• Experience building or improving people processes in growing organizations.
• The ability to combine data analysis with employee and manager insights to identify root causes.
• Examples of HR interventions that produced measurable improvements for employees or the business.
• Confidence operating independently, setting priorities, and executing amid ambiguity.
• Curiosity and hands-on experience using AI or emerging tools to solve practical problems.
• Strong stakeholder-management skills and the ability to build credibility with business teams.