People Partner- HRBP Specialist

CriticalRiver Inc.; Hyderabad; Hybrid; INR 1,200,000 - 2,400,000; Full time

Job summary

CriticalRiver Technologies is seeking a People Partner- HRBP/ HR Specialist in Hyderabad. The role requires 5-6 years of experience, and offers a hybrid work setup with shift timings 12:00 PM - 9:00 PM IST.

You will partner with business leaders to drive talent strategies, manage employee relations, and lead HR initiatives aligned with organizational goals. The ideal candidate will have hands-on experience in performance management, HR analytics, stakeholder collaboration, and change management

Qualifications

• Experience partnering with business and employees to drive people initiatives and strengthen employee experience.
• Strong communication, employee engagement, stakeholder management, and problem-solving skills.

Responsibilities

• Strategic Workforce Planning, Business Alignment & Org Design to translate business strategy into people plans.
• Talent Management, Succession Planning & Acquisition with HiPo maps and internal mobility focus.
• Strengthening Company Culture, Engagement & Employee Experience through DEI and wellness programs.
• Performance Optimization, Morale & Retention including OKR/KPI alignment and retention strategies.
• HR Analytics & Data-Driven Decision Making with dashboards and predictive insights.
• Practice Coaching, HR Consulting & Process Excellence for scalable HR processes and policies.
• Complex Employee Relations, Compliance & Change Management to handle escalations and regulatory needs.

Job description

Greetings from CriticalRiver Technologies!

Job Title: People Partner- HRBP/ HR Specialist

Location: Hyderabad (Hybrid)
Shift Timings: 12:00 PM - 9:00 PM IST

Experience: 5-6 Years
Notice Period: Immediate Joiners Preferred

We are looking for an experienced and proactive HR Business Partner with experience partnering with business and employees in driving people initiatives and strengthening the overall employee experience. The role requires strong communication, employee engagement, stakeholder management, and problem-solving skills, along with the ability to independently manage employee relations, address workplace concerns, and drive effective implementation of HR policies and processes.

The ideal candidate should have proven experience in business partnering, employee listening and engagement initiatives, performance management, HR analytics, and stakeholder collaboration, with the ability to translate business and employee needs into actionable HR interventions

Roles & Responsibilities:

1. Strategic Workforce Planning, Business Alignment & Org Design

• Translate Business Goals: Partner with senior business leaders (VPs, Directors, GMs) to translate long-term business strategy into actionable people and talent strategies.
• Headcount & Budget Forecasting: Oversee workforce planning, department budgeting, and cost optimization for assigned business units (BUs).
• Organizational Design: Lead restructuring, team-scaling initiatives, span of control optimization, and role-mapping to support shifting business needs or geographical expansion.
• KPIs & Metrics:
• Variance to budget: Plan vs. actual headcount cost variance kept within 5%.
• Time-to-productivity of newly scaled teams.

2. Talent Management, Succession Planning & Acquisition Strategy

• Leadership Coaching: Act as a trusted advisor and executive coach to line managers and department heads on leadership style, team dynamics, and conflict management.
• Succession Pipelines: Identify critical roles, map high-potential (HiPo) employees, and drive robust succession and career-progression plans.
• Hiring Great Talent: Collaborate with the Global TAG team to hire senior-level or specialized talent that fits cultural and technical requirements.
• KPIs & Metrics:
• Succession Bench Strength: Ratio of critical roles with at least two "ready now" successors.
• Internal Mobility Rate: Percentage of leadership/critical roles filled internally (Target: >30-40%).
• HiPo Retention Rate: Retention percentage of top-performing and high potential talent.
• Quality of Hire: Performance rating and 1-year retention rate of senior profiles hired.

3. Strengthening Company Culture, Engagement & Employee Experience

• Cultural Transformation: Provide advice and suggestions for cultural transformation initiatives to shape a strong organizational culture aligned with core company values.
• HR Interventions: Design and implement HR interventions related to employee satisfaction, psychological safety, engagement, and holistic talent management. High-Performance Environment: Foster a work environment that rewards high performance while actively promoting diversity, equity, and inclusion (DEI).
• KPIs & Metrics:
• Wellness Participation & Impact: Engagement rates in wellness programs and corresponding stress/burnout index reductions.
• Employee Satisfaction (Esat)
• Employee Net Promoter Score (eNPS)

4. Performance Optimization, Morale & Retention

• Performance Culture: Own the end-to-end performance management cycle, driving goal-setting (OKR/KPI alignment), calibration sessions, and remediation plans.
• Engagement & Retention: Analyze engagement survey results and build targeted retention strategies for high-risk or high-value employee segments.
• Positive Work Environment: Collaborate with management and personnel to resolve conflicts, promote positive employee relations, boost morale, and reduce turnover.
• KPIs & Metrics:
• Regrettable Attrition Rate: Reduction in overall and critical-talent voluntary turnover.
• PIP Success Rate: Percentage of underperforming employees successfully rehabilitated through Performance Improvement Plans (PIPs).
• VP Disbursement percentage o Internal Promotion Rate
• CDP Completion Rate

5. HR Analytics & Data-Driven Decision Making

• People Metrics Tracking: Monitor key metrics-such as attrition trends, time-to-fill, employee growth, and expansion.
• Business Insights Presentation: Present quarterly or monthly HR scorecards to executive leadership, using data storytelling to recommend proactive operational fixes.
• KPIs & Metrics:
• HR Dashboard Accuracy & Adoption: Up-to-date monthly people analytics delivery to business heads.
• Predictive Insights ROI: Number of proactive HR interventions launched based on early data warnings that successfully prevented turnover.

6. Practice Coaching, HR Consulting & Process Excellence

• Leadership Consulting: Conduct regular strategic meetings with business leaders, offering expert HR advice, diagnostic insights, and change management guidance when needed.
• Process & Policy Design: Assist in the development, iteration, and deployment of scalable HR processes, frameworks, and modern policies.
• KPIs & Metrics:
• Leadership Satisfaction Score: Stakeholder feedback score from executive and line leaders on HRBP consultative value (Target: >85% satisfaction).
• Process Efficiency: Reduction in HR cycle times (e.g., policy rollout time, onboarding cycles, or grievance resolution times).

7. Complex Employee Relations, Compliance & Change Management

• Complex Employee Relations: Handle high-stakes or escalated employee relations issues, disciplinary actions, and grievances with minimal legal or brand exposure.
• Regulatory Compliance: Stay updated on employment laws and regulations, guiding to ensure compliance across all operational policies and frameworks.
• Change Management: Lead organizational change initiatives (e.g., policy overhauls, M&A integrations, structural shifts) by managing stakeholder resistance and communication plans.
• KPIs & Metrics:
• Legal & Compliance Exposure: Zero legal penalties, labor non compliance fines, or statutory violations.
• Grievance Resolution Time: Average days taken to close employee grievances

change Adoption Rate: Speed of adoption and employee sentiment stability during major change rollouts.

Other Specifications:

• Demonstrate exceptional communication and relationship-management skills.
• Build trust with employees and business stakeholders.
• Balance employee experience with business priorities and organizational policies.
• Maintain accurate records, confidentiality, and a proactive approach to HR delivery