Lead - HR Business Partner

skyroot.in; Hyderabad; On-site; INR 1,500,000 - 2,500,000; Full time

Job summary

Skyroot Aerospace Private Limited in Hyderabad seeks a seasoned HR Business Partner to enable growth of its engineering teams through workforce planning, talent management, and leadership development. You will partner with engineering leaders across disciplines to align people strategies with roadmaps.

The role focuses on performance excellence, employee engagement, organizational design, change management, and HR analytics to support critical talent retention and capability building in a

Qualifications

• Bachelor’s or master’s degree in HR, Business Administration, Psychology, or related field.
• 8+ years of progressive HR experience with business partnering.
• Experience supporting engineering, R&D, product development, or other highly skilled teams.
• Strong analytical, communication, and stakeholder-management skills.
• Experience in aerospace or industrial tech is a plus.

Responsibilities

• Strategic HR business partnering with engineering leadership.
• Lead workforce planning with engineers and Talent Acquisition.
• Drive performance management and capability development.
• Design employee engagement, retention, and culture initiatives.
• Support organization design, change management, and internal mobility.
• Develop HR analytics and workforce insights.

Skills

Strategic HR

Workforce Planning

Talent Management

Leadership Development

Performance Management

Employee Engagement

Education

Bachelor’s / Master’s in HR or related field

Tools

HR Analytics

Compensation Benchmarking

Job description

Skyroot Aerospace Private Limited | Full time

Skyroot Aerospace is a National award-winning growth-stage start-up, founded by former ISRO scientists.

Our mission is to open space for all by providing affordable, reliable, and responsive space launch solutions.

We are a close-knit team of Space professionals building leading space launch vehicles and solutions from India for the world.

Job Description

Role Purpose

To act as a strategic HR partner to Skyroot Aerospace’sengineering organization, enabling business growth through effective workforceplanning, organizational design, talent management, leadership development,performance excellence, and employee engagement.

The role will work closely with engineering leaders acrossrelevant disciplines, such as mechanical design, structures, avionics, GNC,propulsion, aerodynamics, systems engineering, and other technical functions,depending on organizational requirements.

The incumbent will understand the unique challenges ofengineering teams, including specialized skill requirements, project-drivenworkforce planning, critical talent retention, technical career progression,and collaboration across multidisciplinary teams.

Key Responsibilities

1. Strategic HR Business Partnering

• Partnerwith engineering leadership to understand business priorities, projectroadmaps, technical capability requirements, and organizational growthplans.
  
• Translateengineering and project requirements into people strategies, workforceplans, and talent priorities.
  
• Advisefunctional leaders on organization design, team structures, spans ofcontrol, role clarity, and resource allocation.
  
• Supportorganizational effectiveness initiatives to improve collaboration,accountability, decision-making, and execution.
  
• Actas a trusted advisor to engineering managers on people-related matters,leadership challenges, and organizational development.
  

2. Workforce Planning & Talent Acquisition

• Driveannual and quarterly workforce planning in partnership with engineeringleaders and Talent Acquisition.
  
• Identifycurrent and future talent requirements based on project milestones,engineering deliverables, specialized skills, and business priorities.
  
• Partnerwith Talent Acquisition to recruit critical technical talent, nicheengineering skills, and leadership positions.
  
• Supporthiring prioritization, workforce budgeting, internal talent deployment,and resource optimization.
  
• Buildtalent pipelines through campus hiring, internships, technicalinstitutions, internal mobility, and other relevant sourcing channels.
  

3. Performance Management & Talent Development

• Drivegoal-setting, performance reviews, calibration, feedback, and performanceimprovement processes across engineering teams.
  
• Helpleaders establish meaningful individual and team goals aligned withproject outcomes, technical deliverables, and organizational priorities.
  
• Identifyhigh-potential employees, critical talent, emerging leaders, andkey-person dependencies.
  
• Coachmanagers on performance conversations, feedback, employee development, andeffective people management.
  

4. Employee Engagement, Retention & Culture

• Developtargeted engagement and retention strategies for critical engineeringtalent and high-demand technical skill sets.
  
• Conductemployee connect sessions, engagement surveys, focus groups, and exitinterviews to identify workforce concerns.
  
• Partnerwith engineering leaders to address employee feedback, improve teamdynamics, and strengthen the employee experience.
  
• Identifyattrition risks and develop proactive retention plans for criticalcontributors and specialized technical talent.
  
• Fostera culture of innovation, ownership, collaboration, accountability, andcontinuous learning.
  

5. Organization Development & Change Management

• Supportorganizational restructuring, team expansion, role transitions, andchanges in leadership or reporting structures.
  
• Identifyorganizational bottlenecks, capability gaps, collaboration challenges, andpeople-related barriers to execution.
  
• Facilitatechange management initiatives to improve adoption of new processes,structures, and ways of working.
  
• Supportthe development of effective engineering leadership practices and a strongmanager culture.
  
• Driveinternal mobility and cross-functional talent movement to improvecapability utilization and employee growth.
  

6. Learning, Capability Building & Career Progression

• Partnerwith engineering leaders to identify technical, behavioral, and leadershipcapability gaps.
  
• Facilitatelearning plans, leadership development, mentoring, knowledge-sharing, andmanager capability-building initiatives.
  
• Supportcareer frameworks, role expectations, competency mapping, and progressionpathways for technical and managerial career tracks.
  
• Encouragecross-functional exposure, internal opportunities, and developmentassignments for engineering employees.
  
• Partnerwith technical leaders to strengthen succession pipelines for criticalengineering capabilities.
  
• Partnerwith Compensation & Benefits teams on compensation benchmarking,salary reviews, promotions, and internal pay equity.
  
• Supportretention planning for critical skills and high-performing engineeringtalent.
  
• Provideinputs on compensation competitiveness, career progression, and rewardstrategies for specialized technical roles.
  
• Supportthe communication and implementation of compensation andperformance-related decisions.
  
• Ensureconsistency, fairness, and transparency in the application of HR policiesand people practices.
  

8. Employee Relations & HR Governance

• Addressemployee concerns, workplace conflicts, performance issues, anddisciplinary matters with fairness and confidentiality.
  
• Coachmanagers on policy interpretation, employee relations, documentation, andappropriate resolution of people issues.
  
• Ensureconsistent implementation of HR policies, employment practices, andapplicable statutory requirements.
  
• Manageemployee lifecycle processes, including onboarding, transfers, promotions,internal movements, and exits.
  
• Partnerwith relevant HR teams to ensure timely execution of HR operations and apositive employee experience.
  

9. HR Analytics & Business Insights

• Monitorengineering workforce metrics, including headcount, attrition, hiring,critical skill availability, engagement, and performance.
  
• Developinsights on workforce productivity, talent risks, resource utilization,and organizational capability gaps.
  
• Presentperiodic people reviews and actionable recommendations to engineeringleadership.
  
• Trackthe effectiveness of HR initiatives and recommend improvements based ondata and stakeholder feedback.
  
• Supportmanpower budgeting, headcount governance, and people-cost optimization.
  

.

Qualifications & Experience

• Bachelor’sor master’s degree in human resources, Business Administration,Psychology, or a related discipline.
  
• 4+years of progressive HR experience, with demonstrated experience in HRbusiness partnering.
  
• Experiencesupporting engineering, R&D, product development, technology, or otherhighly skilled technical teams.
  
• Strongunderstanding of workforce planning, talent management, performancemanagement, employee engagement, and organizational development.
  
• Experiencepartnering with senior managers and functional leaders on complex peopleand organizational matters.
  
• Stronganalytical, communication, influencing, and stakeholder-management skills.
  
• Experiencein aerospace, automotive, engineering, deep-tech, industrial technology,or other technically complex organizations will be an advantage.
  
• Strategicthinking and business acumen.
  
• Strongstakeholder partnership and influencing skills.
  
• Understandingof technical talent markets and specialized skill requirements.
  
• Data-drivendecision-making and analytical ability.
  
• Performancecoaching and leadership development.
  
• Employeeengagement and talent retention.
  
• Organizationdesign and change management.
  
• Abilityto manage multiple priorities in a fast-paced, high-growth environment.
  

Requirements

Qualifications & Experience

• Bachelor’sor master’s degree in human resources, Business Administration,Psychology, or a related discipline.
  
• 8+years of progressive HR experience, with demonstrated experience in HRbusiness partnering.
  
• Experiencesupporting engineering, R&D, product development, technology, or otherhighly skilled technical teams.
  
• Strongunderstanding of workforce planning, talent management, performancemanagement, employee engagement, and organizational development.
  
• Experiencepartnering with senior managers and functional leaders on complex peopleand organizational matters.
  
• Stronganalytical, communication, influencing, and stakeholder-management skills.
  
• Experiencein aerospace, automotive, engineering, deep-tech, industrial technology,or other technically complex organizations will be an advantage.
  
• Strategicthinking and business acumen.
  
• Strongstakeholder partnership and influencing skills.
  
• Understandingof technical talent markets and specialized skill requirements.
  
• Data-drivendecision-making and analytical ability.
  
• Performancecoaching and leadership development.
  
• Employeeengagement and talent retention.
  
• Organizationdesign and change management.
  
• Abilityto manage multiple priorities in a fast-paced, high-growth environment.