Manager – HR Business Partner

Kraft Heinz; Bengaluru; On-site; INR 2,600,000 - 3,800,000; Full time

Job summary

Kraft Heinz India is seeking a strategic Manager – HR Business Partner to support leaders and employees across the Bangalore Global Capability Center. You will act as a trusted HR advisor, partnering with business leaders to drive organizational effectiveness, talent strategies, workforce planning, and culture transformation.

An Individual Contributor role, you will influence outcomes through people strategies, data-driven decisions, and proactive stakeholder management while fostering a

Qualifications

• Bachelor’s degree required in HR, Business Admin, Psychology, or related field.
• MBA / master’s in HR preferred and desirable.
• 8–12 years of progressive HR experience, including HRBP exposure.
• Experience in global or matrixed organizations is preferred.

Responsibilities

• Serve as trusted HR advisor to leaders and managers across assigned functions.
• Translate business priorities into people strategies and action plans.
• Support organizational design, workforce planning, succession, and capability building.
• Leverage analytics to influence business decisions and drive change.
• Lead employee engagement, culture transformation, and governance across the GCC.

Skills

Strategic business partnering

Stakeholder management

Workforce planning

Talent & succession management

Performance management

Employee relations

Change management

Data analytics & storytelling

Executive communication

Problem solving & decision making

Education

Bachelor’s degree in HR/Business/Psychology or related

MBA / master’s degree in HR preferred

Job description

Function: People & Performance (Human Resources)

About the Role

Kraft Heinz India is seeking a strategic and business-focused Manager – HR Business Partner (HRBP) to support leaders and employees across key functions within the Bangalore Global Capability Center (GCC). Acting as a trusted advisor, this role will partner closely with business leaders to drive organizational effectiveness, talent strategies, workforce planning, employee engagement, and culture transformation.

As an Individual Contributor, the incumbent will influence business outcomes through people strategies, data-driven decision-making, and proactive stakeholder management while fostering a high-performance, inclusive, and employee-centric culture.

Key Responsibilities

Strategic HR Partnership

• Serve as a trusted HR advisor to leaders and managers across assigned business functions.
• Translate business priorities into effective people strategies and action plans.
• Support organizational design, workforce planning, capability building, and succession planning.
• Leverage people analytics and workforce insights to influence business decisions.

Talent Management & Development

• Facilitate talent reviews, succession planning, and high-potential identification processes.
• Drive performance management cycles, calibration discussions, and development planning.
• Partner with Learning & Development teams to identify capability gaps and implement targeted interventions.
• Coach managers on talent development, leadership effectiveness, and employee growth.

Employee Experience & Engagement

• Lead employee engagement initiatives and action planning based on feedback and survey outcomes.
• Foster a culture of inclusion, collaboration, accountability, and recognition.
• Partner with business leaders to strengthen employee experience and retention.
• Act as a champion for organizational culture and Kraft Heinz values.

Organization Effectiveness & Change Management

• Support organizational transformation and change initiatives.
• Drive adoption of new processes, organizational structures, and ways of working.
• Provide guidance on stakeholder management, communications, and change readiness.

Employee Relations & HR Governance

• Partner with leaders to address employee concerns and maintain a positive workplace environment.
• Ensure consistent application of HR policies, practices, and employment legislation.
• Manage complex employee relations matters with professionalism, objectivity, and confidentiality.
• Support audit, compliance, and governance requirements.

Data & Insights

• Analyze workforce metrics including attrition, engagement, performance, hiring trends, and diversity indicators.
• Generate actionable recommendations that improve organizational health and business outcomes.
• Present workforce insights and HR dashboards to leadership teams.

Qualifications

• Bachelor’s degree in human resources, Business Administration, Psychology, or related discipline.
• MBA / master’s degree in HR preferred.
• 8–12 years of progressive HR experience, including HR Business Partnering.
• Experience supporting global or matrixed organizations is preferred.
• Strong exposure to talent management, employee relations, workforce planning, and organizational development.
• Strategic Business Partnering
• Stakeholder Management & Influencing
• Workforce Planning
• Talent & Succession Management
• Performance Management
• Employee Relations
• Change Management
• Data Analytics & Storytelling
• Executive Communication
• Problem Solving & Decision Making

What Success Looks Like

• Trusted advisor to business leaders and employees.
• Improved employee engagement and organizational effectiveness.
• Strong talent pipeline and succession readiness.
• Data-backed people decisions that drive business outcomes.
• Consistent execution of people processes and governance standards.
• Positive employee experience and high-performance culture.