Human Resources Business Partner

Career Crafterz; Mumbai; On-site; INR 1,500,000 - 2,200,000; Full time

Job summary

Careercrafterz is seeking an HR Business Partner (HRBP) to act as a strategic partner to business leaders, aligning people strategy with business objectives in a Mumbai-based role.

The candidate should have 10+ years of HR experience, MBA, and proven capability in talent management, leadership development, and governance of learning & development programs. This role involves advisory leadership and managing compensation considerations.

Qualifications

• MBA required or equivalent.
• 10+ years of HR experience.
• Experience as HR Business Partner or HRBP partner.
• Strong advisory and stakeholder management skills.

Responsibilities

• Partner with business leaders to align people strategy with business goals.
• Lead enterprise and function-level talent reviews, succession planning, and HiPo development.
• Design and maintain enterprise competency frameworks and skill matrices.
• Build and govern the annual L&D strategy and training programs.
• Oversee compensation planning, pay benchmarking, and rewards alignment.
• Drive employee engagement, performance management, and analytics for leadership.

Skills

Strategic HR

Talent management

Succession planning

Learning & development

Compensation & rewards

Employee engagement

Education

MBA

Job description

Job Title: HR Business Partner (HRBP)/ Corporate HR

Experience: 10+ Years Experience

Qualification: MBA

Key Responsibilities

1. HR Business Partnering & Strategic Advisory

• Act as a strategic HR partner to business leaders, aligning people strategy with business objectives.
• Advise leaders on workforce planning, talent risks, succession readiness, and organizational capability.
• Enable a culture of performance, feedback, accountability, and continuous development.

2. Talent Management & Succession Planning

• Lead enterprise and function-level talent reviews, potential assessments, and succession planning.
• Identify critical roles, successor pipelines, readiness levels, and capability gaps.
• Drive HiPo identification, career pathways, and Individual Development Plans (IDPs) for key talent.

3. Capability Building & Competency Development

• Design and maintain enterprise-wide competency frameworks, role capability models, and skill matrices.
• Conduct capability assessments to identify current vs. future workforce needs.
• Partner with leaders to define future skills, digital capabilities, and behavioural competencies.
• Build and execute the annual L&D strategy aligned to business priorities and talent outcomes.
• Conduct Training Needs Analysis (TNA) at organizational, functional, and individual levels.
• Drive leadership development programs, functional academies, and enterprise learning pathways.

5. Learning Program Design, Delivery & Governance

• Design and facilitate leadership, managerial, behavioural, and functional learning programs.
• Drive onboarding programs, manager capability initiatives, and performance enablement workshops.
• Oversee LMS administration, learning content governance, compliance documentation, and learning ROI.
• Partner with leadership on compensation planning, pay benchmarking, and rewards philosophy alignment.
• Support annual compensation cycles including salary reviews, incentives, and bonus administration.
• Analyse compensation data to ensure internal equity, market competitiveness, and cost effectiveness.
• Support benefits design, policy governance, and employee communication on rewards programs.

7. Talent Insights, Performance & Engagement Enablement

• Strengthen performance management by enabling goal alignment, feedback, coaching, and development conversations.
• Lead employee engagement initiatives, career conversations, and retention interventions for critical talent.
• Track and present talent analytics including succession readiness, HiPo progress, learning impact, capability gaps, and rewards insights to leadership.