HRBP - 4A

Infosys; Des Moines (IA); On-site; USD 70,000 - 90,000; Full time

Job summary

Infosys in Des Moines, IA is seeking a Senior Associate Lead in Human Resources to drive HR delivery and performance management. You will enhance employee engagement and lead People Analytics for the Americas region.

The ideal candidate has at least 6 years of relevant HR experience, strong knowledge of employment laws, and excellent communication skills. This role will collaborate with business leaders to foster a performance-driven culture.

Qualifications

• At least 6 years of relevant HR experience.
• 4-6 years of experience as an HR Business Partner or in a strategic HR role preferred.
• Strong understanding of employment laws.

Responsibilities

• Oversee core HR processes including onboarding and employee engagement.
• Collaborate closely with business units on key initiatives.
• Partner with business leaders to cultivate a performance-driven culture.
• Act as the first point of contact for employees.
• Facilitate the performance review cycle.
• Support talent review processes.
• Provide guidance on company policies.
• Analyze organizational data to identify trends.

Skills

HR Lifecycle Management

Business Partnership

Performance Management

Talent Management

HR Analytics

Education

High School diploma or GED equivalent

Job description

Human Resources Business Partner Senior Associate Lead - HR

Des Moines, IA

In this role, you will drive and execute a unit-specific HR delivery and performance management framework and related HR initiatives, while ensuring effective and consistent communication across delivery centers in alignment with overall business objectives. You will play a key role in enhancing employee engagement, strengthening feedback mechanisms, and fostering a high-performance culture—while operating within Infosys’ established guidelines, policies, and norms. Additionally, you will lead People Analytics for the Americas region, leveraging data-driven insights to inform talent and organizational decisions.

Responsibilities

• End-to-End HR Lifecycle Management: Oversee core HR processes including onboarding, employee engagement, grievance management, and attrition mitigation.
• Business Partnership: Collaborate closely with business units on key initiatives, providing HR perspectives to enable effective decision-making and execution.
• Performance & Culture Enablement: Partner with business leaders to cultivate a performance-driven culture by designing and executing unit-level communication and incentive plans, and driving the performance management process.
• Employee Support & Conflict Resolution: Act as the first point of contact for employees, addressing queries related to policies, processes, and interpersonal concerns.
• Performance Management: Facilitate the performance review cycle, guiding both managers and employees to ensure fairness, consistency, and transparency.
• Talent Management: Support talent review processes, including identification of high-potential talent and development of targeted action plans.
• Employee Relations: Provide guidance on the interpretation and application of company policies in alignment with business goals and compliance requirements.
• HR Analytics & Insights: Analyze organizational data to identify trends, derive insights, and support initiatives such as employee engagement surveys.

Qualifications

Basic Qualifications

• High School diploma or GED equivalent
• At least 6 years of relevant HR experience

Preferred Qualifications

• 4-6 years of experience as an HR Business Partner or in a strategic HR role, advising leaders in complex, dynamic environments
• Strong understanding of employment laws
• Ability to manage multiple priorities effectively in a fast‑paced environment
• Collaborative and influencing style, with the ability to partner across functions
• Excellent communication skills, with the ability to convey complex information clearly (written and verbal)
• Strong analytical, listening, and problem‑solving capabilities
• High attention to detail and proactive approach to solutioning
• Professional certification (SPHR/PHR or SHRM‑CP/SCP) preferred