Human Resources Business Partner

Pine Labs; Dadri; On-site; INR 1,800,000 - 3,000,000; Full time

Job summary

Pine Labs is seeking an HR Business Partner to enable leadership effectiveness and culture execution across the Payments Tech team in India. You will partner with leaders to translate business goals into organizational design, role clarity, and workforce planning, while driving talent management and engagement initiatives.

You will coach leaders on behavior, foster psychological safety, and build scalable interventions to improve productivity, collaboration, and retention in a fast-growing tech

Qualifications

• 6-8 years’ experience in HR Business Partnering.
• Experience with Tech in Product organizations; start up experience preferred.
• Execution of interventions to drive productivity and/or resource optimization
• Experience with driving programs around org structuring/top team effectiveness
• Working with HREP (HR Employee Partner) to drive innovative employee engagement practices
• Operations excellence

Responsibilities

• Top team effectiveness and leadership capability building (Assessing team dynamics, decision-making patterns, conflict styles and intra/cross team collaboration)
• Resolving role ambiguity and overlaps
• Building Trust, Productive Conflict & Psychological Safety
• Translating business strategy into leadership capabilities; designing small, high-impact interventions and supporting leaders through stretch roles, transitions etc
• Long-term talent tracking and partnering with leaders on development moves
• Coach leaders to model desired behaviors consistently and challenge leader actions that unintentionally erode culture
• Build trust and psychological safety by being a trusted sounding board for leaders and employees and ensuring fairness, transparency, and consistency
• Deeply understand business goals and translate that to structural implications
• Design clear roles, accountabilities & interfaces and optimize layers and spans of control
• Assess capability vs structure fit – entailing assessment of capability gaps, leadership readiness and roles that require upskilling or redesign
• Translate business demands into workforce requirements through an understanding of revenue plans, growth targets, productivity assumptions, and operating models
• Workforce modelling and scenario planning – disciplined tracking of people costs and enable leadership to make informed trade-offs proactively
• Drive resource optimization through role redesigns, redeployment of talent, skill-based allocations etc
• Drive execution of the performance assessment process in partnership with HREP
• Implement processes to differentiate talent by leveraging comp and ben (increment, variable pay, ESOPs)
• Drive capability building programs in consultation with HRBP leader which includes functional and behavioral enablement
• Execute Talent Engagement initiatives to build a culture of high performance, improve work environment and increase retention
• Drive and implement the Reward & Recognition plans at a Department level
• Address employee escalations, disciplinary and code of conduct challenges
• Regular pulse checks with top talent and feedback to the leaders for speedy redressal of issues (if applicable)
• Build strong connect with people through regular o-o-o connects/pulse checks etc
• Action planning to address key challenges related to attrition/employee engagement

Skills

HR Business Partnering

Leadership coaching

Organizational design

Job description

We bring our best selves to work each day to realise our mission of enriching the world through the power of digital commerce and financial services.

Enable leadership effectiveness, organizational health, and culture execution on the ground for the Payments Tech team, entailing the following:

Roles and Responsibilities we entrust you with:

Top team effectiveness and leadership capability building

• Assessing team dynamics, decision-making patterns, conflict styles and intra/cross team collaboration
• Resolving role ambiguity and overlaps
• Building Trust, Productive Conflict & Psychological Safety
• Translating business strategy into leadership capabilities; designing small, high-impact interventions and supporting leaders through stretch roles, transitions etc
• Long-term talent tracking and partnering with leaders on development moves

Culture building

• Coach leaders to model desired behaviors consistently and challenge leader actions that unintentionally erode culture
• Build trust and psychological safety by being a trusted sounding board for leaders and employees and ensuring fairness, transparency, and consistency

Organization structuring

• Deeply understand business goals and translate that to structural implications
• Design clear roles, accountabilities & interfaces and optimize layers and spans of control
• Assess capability vs structure fit – entailing assessment of capability gaps, leadership readiness and roles that require upskilling or redesign

Headcount planning and optimization

• Translate business demands into workforce requirements through an understanding of revenue plans, growth targets, productivity assumptions, and operating models
• Workforce modelling and scenario planning – disciplined tracking of people costs and enable leadership to make informed trade-offs proactively
• Drive resource optimization through role redesigns, redeployment of talent, skill-based allocations etc

Talent management and development

• Drive execution of the performance assessment process in partnership with HREP
• Implement processes to differentiate talent by leveraging comp and ben (increment, variable pay, ESOPs)
• Drive capability building programs in consultation with HRBP leader which includes functional and behavioral enablement

Talent Engagement

• Execute Talent Engagement initiatives to build a culture of high performance, improve work environment and increase retention
• Drive and implement the Reward & Recognition plans at a Department level
• Address employee escalations, disciplinary and code of conduct challenges
• Regular pulse checks with top talent and feedback to the leaders for speedy redressal of issues (if applicable)
• Build strong connect with people through regular o-o-o connects/pulse checks etc
• Action planning to address key challenges related to attrition/employee engagement

What We are looking for:

6-8 years’ experience in HR Business Partnering

Experience with Tech in Product organizations; start up experience preferred

Execution of interventions to drive productivity and/or resource optimization

Experience with driving programs around org structuring/top team effectiveness

Working with HREP (HR Employee Partner) to drive innovative employee engagement practices

Operations excellence

What We Value:

• You take the shot: Decide fast and deliver right.
• You are the CEO of what you do: Show ownership and make things happen.
• You own tomorrow: Build secure, AI-first solutions for merchants.
• Be the sherpa: Guide and mentor the team to drive business results with future-ready, AI-powered cybersecurity practices.