Senior Consultant - People (HRBP)

Sattva Consulting; Bengaluru; Sur place; INR 1 200 000 - 2 000 000; Plein temps

Résumé du poste

Sattva Consulting is seeking a Senior Consultant, People (HRBP) to strategically partner with business units in Bangalore. This role involves addressing workforce needs, talent management, and fostering employee engagement to align people strategy with business goals.

The ideal candidate will have 6-8 years of experience in HR Business Partnering, with a strong grasp of performance management and analytics.

Join us in creating a diverse and inclusive workplace that champions equity and development for all employees.

Qualifications

• 6-8 years of progressive HR Business Partnering experience.
• Experience in consulting or knowledge-based organizations.
• Proven ability to support senior leadership teams.

Responsabilités

• Partner with Business Unit Heads to understand workforce needs.
• Drive end-to-end talent reviews and succession planning.
• Foster a high-performance culture and drive engagement.
• Lead organization-wide HR initiatives and improvements.

Connaissances

Business acumen

Stakeholder management

Performance management

Analytical mindset

Communication skills

Ability to manage priorities

Formation

MBA/PGDM in Human Resources or related field

Outils

HRIS and people analytics tools

Description du poste

Position: Senior Consultant, People (HRBP)

Location: Bangalore

Tenure: 1-year contract (convert basis performance) / Full-time

Key Responsibilities

Strategic Business Partnering

• 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.

Talent Management

• 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.

Employee Engagement & Culture

• 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.
• Actively identify organizational health risks and proactively recommend solutions.

Talent Development

• Partner with business leaders to identify critical capability gaps and define talent development priorities.
• Drive talent reviews, succession planning, and individual development planning across the business.
• 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 continuous feedback.
• Track development outcomes through readiness, internal mobility, promotions, and capability growth.

Performance Management

• Drive the annual and quarterly performance management processes.
• Partner with managers on performance improvement plans where required.
• Ensure consistency, fairness, and data-backed talent decisions across the business.

Talent Acquisition Partnership

• Collaborate with Talent Acquisition to forecast hiring needs and improve quality of hires.
• Support leadership hiring and critical role closures.
• Drive onboarding effectiveness to accelerate productivity.

People Analytics

• Analyze key HR metrics including attrition, productivity, engagement, promotions, diversity, and hiring.
• Convert data into actionable insights and present recommendations to business leaders.
• Track and improve key people KPIs across the assigned business.

HR Projects & Change Initiatives

• Lead organization-wide HR initiatives including capability building, organizational restructuring, policy implementation, and change programs.
• Drive continuous improvement in HR processes and employee experience.

Ideal Candidate

• 6-8 years of progressive HR Business Partnering experience.
• Experience partnering with consulting, professional services, technology consulting, GCC, or knowledge-based organizations.
• Demonstrated experience supporting senior leadership teams and influencing business decisions.

Skills

• Strong business acumen with the ability to connect people strategy to business outcomes.
• Excellent stakeholder management and executive presence.
• Proven experience in performance management, succession planning, talent reviews, and leadership coaching.
• Strong analytical mindset with proficiency in interpreting HR metrics and workforce data.
• Exceptional communication, facilitation, and influencing skills.
• Ability to navigate ambiguity and manage multiple priorities in a fast-paced environment.

Preferred Qualifications

• MBA/PGDM in Human Resources or related field.
• Experience in high-growth or matrix organizations.
• Exposure to competency frameworks, leadership development, and organizational design.
• Familiarity with HRIS and people analytics tools.

Sattva is an equal opportunity employer and considers qualified applicants regardless of race, religion, caste, creed, gender, sexual orientation, physical or mental disability, or any other legally protected and/or marginalized characteristics. Diversity, Equity, and Inclusion are essential to our business and we foster an environment of respect and a culture that celebrates diversity and promotes equity and inclusion. We are committed to providing all employees with education, training, and development opportunities to create a workplace where everyone feels safe, respected, and included.