Human Resources Business Partner

Mercans; India; On-site; INR 900,000 - 1,300,000; Full time

Job summary

Mercans is hiring an HR Business Partner (HRBP) to oversee HR functions within a Business Unit. The role reports to the Business Unit Head and the Global HR Department, guiding talent acquisition, employee relations, and performance management.

The HRBP will drive continuous improvement, implement training initiatives, and sustain high retention by fostering engagement and development programs. International exposure and strong English communication are valued.

Qualifications

• Bachelor's degree in HR or related field.
• 5–8 years HR experience, with at least 2 years in talent acquisition and HRBP roles.

Responsibilities

• Partner with business leaders to align HR strategies with organizational goals.
• Develop and implement HR strategies for talent acquisition, performance, and development.
• Coach leadership on employee relations, policy interpretation, and organizational design.

Skills

Talent acquisition

Employee relations

Coaching

Change management

HR analytics

MS Office

Education

Bachelor's degree in HR or related field

5–8 years HR experience

Tools

MS Office

HRIS

Job description

The HR Business Partner (HRBP) oversees all human resources functions of an organizational unit (Business Unit). The HRBP is responsible for ensuring that HR functions are aligned with the Company's goals and providing advice to senior business leaders within the respective organizational unit.

HRBP is also responsible for fostering a healthy culture of continuous improvement by ensuring high retention rates for the workforce. This includes inculcating training programs, developing healthy employee relations, and maximizing employee productivity.

This role reports to the Business Unit Head on operational matters and to the Global HR Department on the processes and HR strategy, as well as policies and procedures, and related aspects.

HRBP will carry out responsibilities in the following functional areas: talent acquisition; employee relations consultation; policy interpretation and application; performance and compensation management consultation; and talent management consultation. May carry out additional responsibilities to include organizational design; employee development initiatives and training.

Duties and Responsibilities:

• Partnering with the business leaders in the organization to understand organizational goals and challenges, providing strategic HR guidance and insights.
• Developing and implementing HR strategies that align with the business objectives, ensuring effective talent acquisition, performance management, and employee development.
• Providing day-to-day coaching to the leadership in the organization on a variety of actions, including employee relations issues, policy interpretation and application, talent management and development, and organizational design consultation.
• Conducting ongoing supply and demand analysis on current and future state staffing and skill needs and designing talent acquisition strategies to meet those needs. Actively participating in the annual budget planning/labor forecasting process of the organization.
• Performing talent acquisition for different organizational units. Pre-screening candidate applications and resumes for required skills, experience and knowledge to fit position requirements. Making referrals to hiring managers and ensuring efficient turnaround activity.
• Actively participating in recruitment campaigns; job fairs; university relations programs; general networking; etc. to ensure a robust candidate pipeline.
• Growing and conserving a network of contacts to help identify and source qualified candidates. Leveraging online recruiting resources, employee referrals, network referrals, etc. to identify and recruit “best in class” talent.
• Facilitating the process of candidate selection, interviewing, job offer; background check, and candidate onboarding details.
• Facilitating and coordinating new hire onboarding processes.
• Remaining current on the trends and innovative recruiting techniques in order to compete in the market and within the industry.
• Leading annual HR cycle deliverables to include performance management, salary review, etc.
• Designing and delivering comprehensive HR programs and initiatives, fostering employee engagement, and enhancing the employee experience.
• Conducting workforce planning and talent management activities, identifying skill gaps, and developing succession plans to support organizational growth.
• Providing expertise and guidance on HR policies, labor laws, and compliance matters, ensuring adherence to relevant regulations and best practices.
• Acting as a change agent, driving organizational change, and effectively managing change initiatives to optimize employee productivity and acceptance.
• Analyzing HR data and metrics to generate insights, providing data-driven recommendations to improve HR processes and supporting strategic decision-making.
• Leading and participating in employee relations activities, including conflict resolution and mediation, promoting a positive and inclusive work environment.
• Collaborating with the business leader and the Training organization to support employee training and development initiatives, promoting continuous learning and skill enhancement

Skills & Abilities:

• Proven strong foundation and knowledge of principles and practice of HR, including employment law and compliance requirements
• Proven knowledge of full lifecycle recruiting components to include sourcing, qualifying, networking, assessing, selling and wage/salary trends
• Proven ability to effectively coach employees and management through complex and difficult issues
• Ability to thrive in an ambiguous and rapidly changing environment
• Ability to set high personal goals and work independently
• Ability to organize, multi-task and prioritize tasks
• Proficient with Microsoft Office Suite or related software.

Education and Experience:

• Bachelor's degree in human resources or business-related field.
• Five (5) to Eight (8) years of HR experience with at least two (2) years of experience in both talent acquisition and HR Business Partner experience
• International working experience.
• HCM or Software industry experience is a plus.
• Excellent English language skills, both written and verbal.
• Strong analytical and problem-solving skills, with the ability to use data to inform HR strategies and decision-making.

Certification in HR (e.g., SHRM-CP, PHR) is desirable but not mandatory.