Human Resources Business Partner

Global Access to Talent from India (GATI) Foundation; New Delhi; On-site; INR 900,000 - 1,500,000; Full time

Job summary

Global Access to Talent from India (GATI) Foundation in New Delhi is seeking its first HR Business Partner to build the people function and shape culture as the organization grows. You will work with the leadership team and The Converge Foundation's Talent Strategy team to establish foundational HR practices and systems that attract, develop and retain talent.

This role requires a hands-on, solution-oriented professional who can navigate ambiguity, design fit-for-purpose people processes, and

Qualifications

• 3-5 years of relevant work experience in the HR/people function.
• Excellent networking and relationship-building skills, with the ability to recognise, inspire, and connect with best-in-class talent.
• Excellent presentation and Excel skills, with the ability to communicate effectively, both orally and in writing, with external audiences.
• Strong executional skills and the ability to deliver within timelines and meet deadlines.
• Ability to be effective in a fast-paced, consensus-based work environment.

Responsibilities

• Shape and nurture an organisational culture aligned with the organisation's mission, values and ways of working.
• Design and drive employee engagement initiatives that foster trust, collaboration, inclusion and a strong sense of purpose.
• Establish regular feedback mechanisms to understand employee experiences, identify emerging concerns and translate insights into actionable interventions.
• Facilitate effective communication and change management to strengthen alignment between leadership and teams.
• Build a positive employee experience across key moments in the employee lifecycle, from onboarding to exit.
• Serve as the first point of contact for employees on workplace concerns, interpersonal challenges and grievances, ensuring timely, fair and confidential resolution.
• Partner with leadership to address sensitive employee matters, navigate difficult conversations and resolve conflicts constructively.
• Develop and institutionalise foundational HR policies, processes and guidelines suited to the organisation's stage of growth, size and operating context.
• Drive adoption and consistent implementation of people policies across the organisation, reviewing and refining them as the organisation evolves.
• Ensure policies and processes comply with applicable labour laws and statutory requirements, in coordination with relevant internal or external experts.
• Partner with leadership to identify current and future talent needs and build a people plan aligned with organisational priorities.
• Drive key talent management processes, including goal-setting, performance management, feedback, development planning, career progression and retention.
• Work with managers to strengthen people leadership capabilities, including role clarity, performance conversations, team management and employee development.
• Support organisational design, role definition, reporting structures and decision-making clarity as the organisation grows.
• Identify talent risks, capability gaps and succession needs, and work with leadership to develop appropriate interventions.
• Act as a trusted thought partner to the organisation's leadership on people, culture, talent and organisational effectiveness matters.
• Translate organisational priorities into actionable people strategies and interventions, balancing immediate needs with long-term institution-building.
• Work closely with TCF's Talent Strategy team to leverage expertise, frameworks and resources, and adapt relevant practices to the organisation's context.
• Collaborate with TCF's Talent Strategy team on key people initiatives, seeking guidance and support where needed while building the organisation's internal HR ownership and capability.
• Share insights on emerging people trends, risks and organisational challenges with leadership and TCF, enabling informed decision-making.

Skills

HR experience

Networking

Relationship-building

Presentation skills

Excel

Communication

Execution

Education

Bachelor's or Master's degree in HR

Job description

Global Access to Talent from India (GATI) is a mission-driven organization working to position India as the world's most trusted source of global talent. GATI partners with governments, industry, international employers, training institutions, and ecosystem stakeholders to build sustainable global workforce pathways, strengthen international labour mobility, and create high-quality overseas employment opportunities for Indian talent. Through strategic partnerships, policy engagement, and program implementation, GATI works to strengthen India's global workforce mobility ecosystem.

Position Summary

As the organisation's first HR Business Partner, you will play a pivotal role in building its people function and shaping its culture as it grows. Working closely with the leadership team and in partnership with The Converge Foundation (TCF) 's Talent Strategy team, you will establish foundational people practices, strengthen organisational effectiveness, and build systems that enable the organisation to attract, develop and retain talent.

This role calls for a hands-on, solution-oriented professional who can navigate ambiguity, exercise sound judgement and build fit-for-purpose people systems in an evolving, mission-driven organisation.

Key Responsibilities

1. Culture, Engagement & Employee Experience

• Partner with leadership to shape and nurture an organisational culture aligned with the organisation's mission, values and ways of working.
• Design and drive employee engagement initiatives that foster trust, collaboration, inclusion and a strong sense of purpose.
• Establish regular feedback mechanisms to understand employee experiences, identify emerging concerns and translate insights into actionable interventions.
• Facilitate effective communication and change management to strengthen alignment between leadership and teams.
• Build a positive employee experience across key moments in the employee lifecycle, from onboarding to exit.

2. Employee Relations & Grievance Management

• Serve as the first point of contact for employees on workplace concerns, interpersonal challenges and grievances, ensuring timely, fair and confidential resolution.
• Partner with leadership to address sensitive employee matters, navigate difficult conversations and resolve conflicts constructively.
• Ensure appropriate escalation and handling of sensitive matters, including those requiring formal investigation or specialist support.
• Develop and institutionalise foundational HR policies, processes and guidelines suited to the organisation's stage of growth, size and operating context.
• Drive adoption and consistent implementation of people policies across the organisation, reviewing and refining them as the organisation evolves.
• Ensure policies and processes comply with applicable labour laws and statutory requirements, in coordination with relevant internal or external experts.

4. Talent Management & Organisational Effectiveness

• Partner with leadership to identify current and future talent needs and build a people plan aligned with organisational priorities.
• Drive key talent management processes, including goal-setting, performance management, feedback, development planning, career progression and retention.
• Work with managers to strengthen people leadership capabilities, including role clarity, performance conversations, team management and employee development.
• Support organisational design, role definition, reporting structures and decision-making clarity as the organisation grows.
• Identify talent risks, capability gaps and succession needs, and work with leadership to develop appropriate interventions.

5. Partnership with Leadership & TCF Talent Strategy

• Act as a trusted thought partner to the organisation's leadership on people, culture, talent and organisational effectiveness matters.
• Translate organisational priorities into actionable people strategies and interventions, balancing immediate needs with long-term institution-building.
• Work closely with TCF's Talent Strategy team to leverage expertise, frameworks and resources, and adapt relevant practices to the organisation's context.
• Collaborate with TCF's Talent Strategy team on key people initiatives, seeking guidance and support where needed while building the organisation's internal HR ownership and capability.
• Share insights on emerging people trends, risks and organisational challenges with leadership and TCF, enabling informed decision-making.

Desired Qualifications, Skills and Abilities

• A Bachelor's or Master's degree from a top-tier institution in human resources or a related field.
• 3-5 years of relevant work experience in the HR/people function
• Excellent networking and relationship-building skills, with the ability to recognise, inspire, and connect with best-in-class talent.
• Excellent presentation and Excel skills, with the ability to communicate effectively, both orally and in writing, with external audiences.
• Strong executional skills and the ability to deliver within timelines and meet deadlines.
• Ability to be effective in a fast-paced, consensus-based work environment.

Personal Characteristics and Desired Qualities

Building Relationships

Thrives on building strong networks and nurturing relationships with high-quality talent in the corporate and social sectors, and wants to work with top leaders in system-change organisations to help build them from the ground up.

Highly motivated and able to work independently toward agreed goals and targets, taking ownership of the overall HR strategy and process of the portfolio.

Problem Solving

Able to problem-solve quickly when needed, balancing multiple perspectives while addressing challenges.

High ability to collaborate and actively listen to others, understanding and valuing their views. Ability to manage multiple high-volume roles simultaneously.

Demonstrates sensitivity, confidentiality, and discretion in interactions and engagement with prospective and active candidates, beyond the recruitment process.

Compensation

Remuneration will be competitive with Indian philanthropy pay scales and will depend on the candidate's experience.