Senior Consultant – People (HRBP)

Sattva; Bengaluru; On-site; INR 1,200,000 - 1,800,000; Full time

Job summary

Sattva is seeking a Strategic HR Leader in Bengaluru to partner with Business Unit Heads, translating business strategy into people initiatives that drive outcomes. The role acts as a trusted advisor on organization design, workforce planning, and change management, and leads end-to-end talent reviews and succession planning.

A strong focus on development, engagement, and high-potential identification will shape the leadership pipeline.

Responsibilities

• Partner with Business Unit Heads to understand business priorities, workforce needs, and organizational challenges.
• Translate business strategy into people strategy and execute initiatives that drive business outcomes.
• Act as a trusted advisor to leaders on organization design, workforce planning, productivity, and change management.
• Participate in leadership reviews and provide people insights to support decision-making.
• Drive end-to-end talent reviews, succession planning, and high-potential identification.
• Partner with leaders to build robust development plans for critical talent.
• Ensure timely and quality performance conversations, calibration, and differentiation.
• Support promotion and career progression discussions based on business readiness and talent potential.
• Foster a high-performance culture grounded in accountability, feedback, and continuous learning.
• Diagnose engagement trends and implement targeted interventions.
• Coach managers on employee experience, retention strategies, and conflict resolution.
• Identify organizational health risks and proactively recommend solutions.
• Identify critical capability gaps and define talent development priorities.
• Build robust development pathways for high-potential and critical talent to strengthen the leadership pipeline.
• Partner with Learning & Development to deliver capability-building interventions aligned to business needs.
• Enable managers to own development conversations, career planning, and

Job description

ROLE

• Partner with Business Unit Heads to understand business priorities, workforce needs, and organizational challenges.


• Translate business strategy into people strategy and execute initiatives that drive business outcomes.


• Act as a trusted advisor to leaders on organization design, workforce planning, productivity, and change management.


• Participate in leadership reviews and provide people insights to support decision-making.


• Drive end-to-end talent reviews, succession planning, and high-potential identification.


• Partner with leaders to build robust development plans for critical talent.


• Ensure timely and quality performance conversations, calibration, and differentiation.


• Support promotion and career progression discussions based on business readiness and talent potential.


• Foster a high-performance culture grounded in accountability, feedback, and continuous learning.


• Diagnose engagement trends and implement targeted interventions.


• Coach managers on employee experience, retention strategies, and conflict resolution.


• Identify organizational health risks and proactively recommend solutions.


• Identify critical capability gaps and define talent development priorities.


• Build robust development pathways for high-potential and critical talent to strengthen the leadership pipeline.


• Partner with Learning & Development to deliver capability-building interventions aligned to business needs.


• Enable managers to own development conversations, career planning, and