Manager HRBP

K12 Techno Services Pvt. Ltd.; Bengaluru; In loco; INR 1.300.000 - 2.300.000; Tempo pieno

Descrizione del lavoro

K12 Techno Services Pvt. Ltd. seeks a Manager – HR Business Partner to partner with senior leaders and cross-functional teams. You will drive employee lifecycle management, employee relations, performance management, and workforce planning to align people strategy with business goals.

You will develop and track HR analytics dashboards, support engagement initiatives, and lead process improvement across multiple locations. A strong HRBP background and stakeholder management skills are essential.

Competenze

• MBA/PGDM in HR or equivalent qualification.
• 5 years of progressive HR experience, preferably with significant HRBP experience.
• Experience in managing senior stakeholders and complex employee relations.

Mansioni

• Partner with business leaders to understand manpower requirements and people priorities.
• Drive strategic HR support and guidance to managers and leadership teams.
• Act as a key point of contact between employees, managers and HR leadership.
• Drive people-related interventions aligned with business objectives.
• Track and analyse key HR metrics and prepare dashboards/MIS reports.
• Lead employee relations, investigations and grievance handling with confidentiality.
• Develop retention strategies and address attrition trends.
• Drive the Performance Management System and ensure fair evaluations.
• Support efforts to enhance engagement, culture and employee experience.
• Identify gaps in HR processes and drive standardisation and automation.

Conoscenze

HRBP partnership

stakeholder management

employee relations

performance management

talent retention

workforce analytics

dashboard & MIS reporting

HR analytics & dashboards

Formazione

MBA/PGDM in HR

Strumenti

HRIS

Dashboarding

Descrizione del lavoro

Job Description – Manager, HR Business Partner (HRBP)

Job Title: Manager – HR Business Partner

Department: Human Resources

Job Purpose

The Manager – HRBP will partner with business leaders and functional teams to drive strategic and operational HR initiatives. The role will be responsible for employee lifecycle management, employee relations, performance management, talent retention, workforce planning, employee engagement and HR analytics.

The incumbent will act as a trusted HR partner to business stakeholders, ensuring alignment between people strategy and business objectives while maintaining a positive employee experience and strong organisational culture.

1. HR Analytics & Reporting

• Track and analyse key HR metrics including attrition, headcount, retention, absenteeism, productivity and employee engagement.
• Prepare dashboards and MIS reports for HR and business leadership.
• Use data and insights to recommend people interventions and measure their effectiveness.

2. Business Partnering & Stakeholder Management

• Partner with business leaders to understand manpower requirements, organisational challenges and people priorities.
• Provide strategic HR support and guidance to managers and leadership teams.
• Act as a key point of contact between employees, managers and the HR leadership team.
• Drive people-related interventions aligned with business and organisational objectives.

3. Employee Relations & Grievance Management

• Handle complex employee relations matters, grievances and workplace concerns.
• Conduct investigations and recommend appropriate interventions while ensuring confidentiality and procedural fairness.
• Work closely with managers to resolve employee conflicts and improve workplace relationships.
• Ensure timely closure and documentation of employee grievances and disciplinary matters.

4. Talent Retention & Attrition Management

• Analyse attrition trends, exit interview feedback and employee concerns to identify root causes.
• Develop and implement retention strategies and targeted interventions.
• Partner with business leaders to address issues related to workload, career growth, compensation, recognition and manager effectiveness.
• Monitor attrition and retention metrics and recommend corrective actions.

5. Performance Management

• Drive the implementation and effectiveness of the Performance Management System (PMS).
• Support managers during goal setting, performance reviews, feedback and performance improvement interventions.
• Ensure consistency and fairness in performance evaluation and promotion processes.
• Identify performance trends and recommend improvement actions.

6. Employee Engagement & Culture

• Drive employee engagement initiatives based on employee feedback and business requirements.
• Support leadership in improving team culture, communication and employee experience.
• Monitor engagement trends and recommend action plans.
• Promote a high-performance, collaborative and inclusive work environment.

7. HR Analytics & Reporting

• Track and analyse key HR metrics including attrition, headcount, retention, absenteeism, productivity and employee engagement.
• Prepare dashboards and MIS reports for HR and business leadership.
• Use data and insights to recommend people interventions and measure their effectiveness.

8. HR Process Improvement

• Identify gaps in existing HR processes and drive standardisation and improvement.
• Support HR automation and technology implementation initiatives.
• Ensure adherence to HR policies, processes and governance standards.
• Strong HR Business Partnering skills
• Stakeholder and leadership management
• Employee relations and grievance handling
• Performance management
• Attrition and retention management
• Workforce planning and manpower analytics
• HR analytics and dashboarding
• Conflict resolution and negotiation
• Change management
• Strong communication and interpersonal skills
• Problem-solving and decision-making
• HR process improvement and automation mindset

Qualifications & Experience

• MBA/PGDM in Human Resources or equivalent qualification.
• 5 years of progressive HR experience, preferably with significant HRBP experience.
• Experience in managing senior stakeholders and complex employee relations.
• Experience in large, multi-location organisations will be preferred.