Senior Consultant – People (HRBP)

Sattva; Mumbai; On-site; INR 1,500,000 - 2,600,000; Full time

Job summary

Sattva is seeking a strategic HR/Organization Development leader to partner with Business Unit Heads to translate business priorities into people-centric initiatives in Mumbai. You will drive organizational design, workforce planning, and talent reviews to strengthen leadership and business outcomes.

In this role, you will coach managers on employee experience, retention, and performance conversations, while enabling succession planning and capability building across critical roles.

Qualifications

• Bachelor’s/Master’s in HR or related field with a strong track record in people strategy.
• Experience in organizational design, workforce planning and talent management.
• Strong stakeholder management and ability to influence senior leaders.

Responsibilities

• Partner with BU Heads to translate business priorities into people initiatives.
• Lead end-to-end talent reviews, succession planning, and high-potential identification.
• Coach managers on employee experience, retention, and performance conversations.
• Support change management, capability development, and leadership reviews.

Skills

People strategy

Leadership

Organizational design

Workforce planning

Change management

Talent reviews

Succession planning

Performance coaching

Employee engagement

Education

MBA or equivalent in HR

Tools

HRIS

MS Excel

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.
• – Advise 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 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 recommend solutions.
• – Identify critical capability gaps and define talent development priorities.
• – Build development pathways for high-potential and critical talent to strengthen the leadership pipeline.
• – Collaborate 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