Human Resource Business Partner

Moveinsync Technology Solutions; Bengaluru; On-site; INR 550,000 - 900,000; Full time

Job summary

MoveInSync Technology Solutions is seeking an HR Business Partner (HRBP) with 2-3 years of experience to partner with business teams and drive people initiatives aligned with organizational goals. The role focuses on employee lifecycle support, engagement, performance, retention, and development across the organization.

The ideal candidate will have strong interpersonal and stakeholder-management skills, a solid understanding of HR processes, and the ability to work in a fast-paced environment.

Qualifications

• Bachelor's degree in Human Resources, Business Administration, or a related field.
• 2-3 years of experience in HR Business Partnering / Generalist HR / People Operations.
• Good understanding of employee lifecycle management and HR processes.
• Strong communication, interpersonal, and stakeholder-management skills.
• Ability to work with managers and employees at different levels.
• Strong problem-solving and conflict-resolution abilities.
• Good analytical skills with proficiency in MS Excel/Google Sheets.
• Ability to manage multiple priorities in a fast-paced work environment.
• High level of confidentiality, professionalism, and emotional intelligence.

Responsibilities

• Act as the primary HR point of contact for assigned business functions and employees.
• Partner with business leaders and managers to understand workforce requirements and people-related challenges.
• Provide HR guidance on employee relations, performance management, policies, and organizational processes.
• Support managers in making effective people-related decisions.
• Develop a strong understanding of business objectives and align HR initiatives accordingly.
• Drive employee engagement initiatives and activities across business teams.
• Conduct regular employee connects, skip-level interactions, and feedback sessions.
• Identify employee concerns and work with relevant stakeholders to resolve them effectively.
• Support initiatives focused on employee morale, culture, recognition, and retention.
• Monitor employee feedback and recommend improvements to enhance employee experience.
• Support the annual and periodic performance management processes.
• Partner with managers on goal setting, performance reviews, feedback, and improvement plans.
• Track performance-related actions and ensure timely completion of review cycles.
• Coach managers on handling performance-related conversations.
• Handle employee queries and concerns with professionalism and confidentiality.
• Support grievance resolution and disciplinary processes in line with company policies.
• Identify potential employee-relations issues and proactively address them.
• Maintain appropriate documentation for employee-related matters.
• Partner with Talent Acquisition teams on workforce planning and hiring requirements.
• Support internal mobility, promotions, transfers, and succession planning initiatives.
• Analyze attrition trends and identify key retention opportunities.
• Work with business leaders to understand manpower requirements and organizational changes.
• Ensure smooth execution of key HR processes throughout the employee lifecycle.
• Coordinate with HR Operations, Payroll, Talent Acquisition, and other HR teams.
• Maintain accurate employee records and HR-related reports.
• Support HR audits, policy implementation, and statutory/compliance requirements.
• Prepare and analyze HR MIS and people-related dashboards.

Skills

Stakeholder management

Interpersonal skills

Communication

HR processes

Analytical skills

MS Excel/Google Sheets

Education

Bachelor's degree in HR/Business Administration

Tools

MS Excel/Google Sheets

Job description

About MoveInSync

MoveInSync is a leading employee transportation and workplace mobility solutions company, helping organizations manage employee commute, workplace experience, and mobility operations through technology-driven solutions.

About the Role

We are looking for a dynamic and people-focused HR Business Partner (HRBP) with 23 years of experience to partner with business teams and drive people initiatives aligned with organizational goals.

The ideal candidate should have strong interpersonal and stakeholder-management skills, a good understanding of HR processes, and the ability to work in a fast-paced environment. This role will involve partnering with managers and employees across the employee lifecycle while supporting engagement, performance, retention, and organizational development initiatives.

Key Responsibilities

Business Partnering

• Act as the primary HR point of contact for assigned business functions and employees.
• Partner with business leaders and managers to understand workforce requirements and people-related challenges.
• Provide HR guidance on employee relations, performance management, policies, and organizational processes.
• Support managers in making effective people-related decisions.
• Develop a strong understanding of business objectives and align HR initiatives accordingly.

Employee Engagement & Experience

• Drive employee engagement initiatives and activities across business teams.
• Conduct regular employee connects, skip-level interactions, and feedback sessions.
• Identify employee concerns and work with relevant stakeholders to resolve them effectively.
• Support initiatives focused on employee morale, culture, recognition, and retention.
• Monitor employee feedback and recommend improvements to enhance employee experience.

Performance Management

• Support the annual and periodic performance management processes.
• Partner with managers on goal setting, performance reviews, feedback, and improvement plans.
• Track performance-related actions and ensure timely completion of review cycles.
• Coach managers on handling performance-related conversations.

Employee Relations

• Handle employee queries and concerns with professionalism and confidentiality.
• Support grievance resolution and disciplinary processes in line with company policies.
• Identify potential employee-relations issues and proactively address them.
• Maintain appropriate documentation for employee-related matters.

Talent & Workforce Management

• Partner with Talent Acquisition teams on workforce planning and hiring requirements.
• Support internal mobility, promotions, transfers, and succession planning initiatives.
• Analyze attrition trends and identify key retention opportunities.
• Work with business leaders to understand manpower requirements and organizational changes.

HR Operations & Compliance

• Ensure smooth execution of key HR processes throughout the employee lifecycle.
• Coordinate with HR Operations, Payroll, Talent Acquisition, and other HR teams.
• Maintain accurate employee records and HR-related reports.
• Support HR audits, policy implementation, and statutory/compliance requirements.
• Prepare and analyze HR MIS and people-related dashboards.

Key Skills & Qualifications

• Bachelor's degree in Human Resources, Business Administration, or a related field.
• 2-3 years of experience in HR Business Partnering / Generalist HR / People Operations.
• Good understanding of employee lifecycle management and HR processes.
• Strong communication, interpersonal, and stakeholder-management skills.
• Ability to work with managers and employees at different levels.
• Strong problem-solving and conflict-resolution abilities.
• Good analytical skills with proficiency in MS Excel/Google Sheets.
• Ability to manage multiple priorities in a fast-paced work environment.
• High level of confidentiality, professionalism, and emotional intelligence.

Preferred Skills

• Prior experience in a technology, SaaS, mobility, operations, or high-growth organization is an advantage.
• Experience handling employee engagement and retention initiatives.
• Exposure to HR analytics and people dashboards.
• Experience working with cross-functional and geographically distributed teams.

Key Performance Indicators

• Employee engagement and experience scores.
• Attrition and retention metrics.
• Timely completion of performance-management cycles.
• Employee query/grievance resolution turnaround time.
• Stakeholder satisfaction.
• Successful implementation of HR initiatives.
• Accuracy and timeliness of HR MIS and reporting.