Human Resources Business Partner

Corenza for HRs; Hyderabad; On-site; INR 2,500,000 - 4,000,000; Full time

Job summary

Corenza for HRs is seeking a senior HR leader to drive workforce planning, talent management and organizational development for engineering segments in Hyderabad. You will shape talent pipelines, lead performance processes and drive retention strategies across global engineering teams.

The role requires 8+ years of HRBP experience with strong analytical, communication and stakeholder-management skills. Collaboration with senior leaders and cross-functional teams is essential to deliver strategic

Qualifications

• Bachelor's or Master's degree in HR, Business Administration, Psychology or a related discipline.
• 8+ years of progressive HR experience, preferably with strong HRBP exposure.
• Experience supporting Engineering, R&D, Product Development, Technology or technical teams.
• Strong understanding of workforce planning, talent management, performance management and organizational development.
• Experience partnering with senior management and functional leaders.
• Excellent analytical, communication, influencing and stakeholder-management skills.
• Experience in aerospace, automotive, engineering, deep-tech or industrial technology will be an advantage

Responsibilities

• Drive annual and quarterly workforce planning with engineering leaders and Talent Acquisition.
• Identify current and future talent requirements based on project milestones and technical skill requirements.
• Partner with TA teams to recruit niche engineering talent and leadership positions.
• Support hiring prioritization, workforce budgeting and resource optimization.
• Build talent pipelines through campus hiring, internships and internal mobility.
• Drive goal-setting, performance reviews, calibration and feedback processes.
• Align individual and team goals with organizational and project deliverables.
• Identify high-potential employees, critical talent and emerging leaders.
• Facilitate talent reviews, succession planning and career development.
• Coach managers on performance conversations and people management.
• Develop engagement and retention strategies for critical engineering talent.
• Conduct employee connect sessions, engagement surveys and exit interviews.
• Address employee feedback and improve team dynamics.
• Identify attrition risks and implement proactive retention strategies.
• Foster a culture of innovation, ownership, collaboration and accountability.
• Support organizational restructuring, team expansion and leadership transitions.
• Identify organizational bottlenecks and capability gaps.
• Drive change management initiatives and process adoption.
• Strengthen engineering leadership and manager effectiveness.
• Promote internal mobility and cross-functional talent movement.
• Identify technical, behavioural and leadership capability gaps.
• Facilitate learning plans, mentoring and leadership development initiatives.
• Develop career frameworks, competency mapping and progression pathways.
• Encourage cross-functional exposure and development opportunities.
• Strengthen succession pipelines for critical engineering capabilities.
• Partner with C&B teams on compensation benchmarking, salary reviews and promotions.
• Support retention planning for critical and high-performing talent.
• Provide inputs on compensation competitiveness and reward strategies.
• Ensure fairness and transparency in HR policies and practices.
• Address employee concerns, workplace conflicts and disciplinary matters.
• Guide managers on HR policies, employee relations and documentation.
• Ensure consistent implementation of HR policies and statutory requirements.
• Manage employee lifecycle processes, including onboarding, transfers, promotions and exits.
• Coordinate with HR teams to ensure smooth HR operations.
• Monitor workforce metrics, including headcount, attrition, hiring and employee engagement.
• Analyse workforce productivity, talent risks and resource utilization.
• Present periodic people reviews and actionable insights to leadership.
• Track HR initiative effectiveness and recommend improvements.
• Support manpower budgeting, headcount governance and people-cost optimization.

Skills

Analytical thinking

Communication skills

Stakeholder management

Influencing

People management

HRBP experience

Education

Bachelor's or Master's degree in HR, Business Administration, Psychology or related

Job description

2. Workforce Planning & Talent Acquisition

• Drive annual and quarterly workforce planning with engineering leaders and Talent Acquisition.
• Identify current and future talent requirements based on project milestones and technical skill requirements.
• Partner with TA teams to recruit niche engineering talent and leadership positions.
• Support hiring prioritization, workforce budgeting and resource optimization.
• Build talent pipelines through campus hiring, internships and internal mobility.

3. Performance Management & Talent Development

• Drive goal-setting, performance reviews, calibration and feedback processes.
• Align individual and team goals with organizational and project deliverables.
• Identify high-potential employees, critical talent and emerging leaders.
• Facilitate talent reviews, succession planning and career development.
• Coach managers on performance conversations and people management.

4. Employee Engagement, Retention & Culture

• Develop engagement and retention strategies for critical engineering talent.
• Conduct employee connect sessions, engagement surveys and exit interviews.
• Address employee feedback and improve team dynamics.
• Identify attrition risks and implement proactive retention strategies.
• Foster a culture of innovation, ownership, collaboration and accountability.

5. Organization Development & Change Management

• Support organizational restructuring, team expansion and leadership transitions.
• Identify organizational bottlenecks and capability gaps.
• Drive change management initiatives and process adoption.
• Strengthen engineering leadership and manager effectiveness.
• Promote internal mobility and cross-functional talent movement.

6. Learning, Capability Building & Career Progression

• Identify technical, behavioural and leadership capability gaps.
• Facilitate learning plans, mentoring and leadership development initiatives.
• Develop career frameworks, competency mapping and progression pathways.
• Encourage cross-functional exposure and development opportunities.
• Strengthen succession pipelines for critical engineering capabilities.
• Partner with C&B teams on compensation benchmarking, salary reviews and promotions.
• Support retention planning for critical and high-performing talent.
• Provide inputs on compensation competitiveness and reward strategies.
• Ensure fairness and transparency in HR policies and practices.

8. Employee Relations & HR Governance

• Address employee concerns, workplace conflicts and disciplinary matters.
• Guide managers on HR policies, employee relations and documentation.
• Ensure consistent implementation of HR policies and statutory requirements.
• Manage employee lifecycle processes, including onboarding, transfers, promotions and exits.
• Coordinate with HR teams to ensure smooth HR operations.

9. HR Analytics & Business Insights

• Monitor workforce metrics, including headcount, attrition, hiring and employee engagement.
• Analyse workforce productivity, talent risks and resource utilization.
• Present periodic people reviews and actionable insights to leadership.
• Track HR initiative effectiveness and recommend improvements.
• Support manpower budgeting, headcount governance and people-cost optimization.

Qualifications & Experience

• Bachelor's or Master's degree in HR, Business Administration, Psychology or a related discipline.
• 8+ years of progressive HR experience, preferably with strong HRBP exposure.
• Experience supporting Engineering, R&D, Product Development, Technology or technical teams.
• Strong understanding of workforce planning, talent management, performance management and organizational development.
• Experience partnering with senior management and functional leaders.
• Excellent analytical, communication, influencing and stakeholder-management skills.
• Experience in aerospace, automotive, engineering, deep-tech or industrial technology will be an advantage