People Partner

Acceldata; Bengaluru; On-site; INR 900,000 - 1,500,000; Full time

Job summary

Acceldata in Bengaluru seeks a proactive HR partner to own Employee Relations & Experience across business groups. You will be the go-to person for workplace concerns, investigations when required, stay interviews, and surface actionable insights to HR leadership.

You will partner with managers to guide people decisions, maintain engagement health, drive talent development, competency frameworks, succession planning, and enable internal mobility.

Job description

WHAT YOU'LL DO

Employee Relations & Experience

Be the go-to HR partner for employees across your business groups - accessible, trusted, and genuinely invested in their experience. Manage employee relations matters with fairness and sound judgment: workplace concerns, conflict resolution, and investigations where required. Conduct stay interviews and listening sessions; surface themes and insights to HR leadership with a clear point of view on what needs to move.

Manager Partnership & Organisational Health

Serve as the primary HR contact for managers - advising on people decisions, policy interpretation, team dynamics, and employee situations. Equip managers with the tools, frameworks, and confidence to lead their teams effectively. Monitor the health of your business groups - engagement signals, retention patterns, performance trends - and bring recommendations to leadership before issues escalates. Support organisational change: communication, manager readiness, and employee adoption.

Talent Management & Development

Own the talent management agenda for your business groups - from identifying capability gaps today to building the pipeline the business needs tomorrow. Design and maintain competency frameworks that define what great looks like at every level; keep them connected to hiring and real career conversations, not just documentation. Build and run structured talent reviews: assess performance and potential, identify high-potential employees, surface flight risks, and translate outcomes into concrete development and succession plans. Own succession planning for critical roles within your business groups - proactively identifying and developing internal candidates so the business is never caught unprepared. Conduct ongoing learning needs assessments across your population; translate findings into targeted development interventions - whether that's a formal program, a stretch assignment, a mentoring relationship, or an external resource. Partner with HR leadership and external vendors to design, source, and deliver learning programs that build capability at scale. Track the impact of development investments - participation, application, and outcomes - and use that data to improve what's working and cut what isn't. Support internal mobility by helping employees understand career pathways and actively connecting talent to opportunities across the business. Build a culture of continuous feedback and development within your business groups - making growth a lived experience, not an annual event.

Performance & Feedback Culture

Support the annual and mid-year performance process - ensuring meaningful participation, consistent execution, and clear outcomes. Coach managers and employees through goal-setting, feedback, and development conversations. Identify trends emerging from performance cycles and share insights with HR leadership.