Essential Job Functions and Responsibilities

• Act as a strategic thought partner for providing guidance on team effectiveness, talent planning, and organizational growth.  Aligning people’s strategy with business goals and team-level initiatives to company-wide vision and anticipating future challenges, design proactive, data-informed strategies that support long-term business goals
• Drive employee engagement and productivity through regular HR connects, new joiner integration, exit feedback analysis, team-building initiatives, and timely resolution of interpersonal issues.
• Localize and execute workforce strategies including performance calibration, workforce planning, and org design changes, while equipping leaders with structured frameworks to manage people challenges independently.
• Ensure effectiveness of Performance Management processes to build a culture of high performance by cascading OKR’s at all levels, effective performance feedback, merit-based promotions & addressing employee grievances related to rating/compensation
• Partners with the business understand the workforce plan and develop and implement effective recruiting and staffing strategies (in partnership with Talent Acquisition) to attract a diverse pool of candidates
• Use HR data and analytics to provide insights on attrition, hiring, rewards & recognition, promotions, and employee sentiment to senior leadership.
• Support talent and leadership development by identifying capability gaps, enabling learning forums, facilitating micro-learning, and gathering upward and skip-level feedback.
• Demonstrate understanding of AI technologies and their application in HR and business functions.  Leverage AI tools to enhance productivity, decision-making, workforce planning, and employee experience.
• Continuously review and improve HR policies by staying current with industry trends and best practices.
• Act as a change agent by contributing to organization-wide transformation initiatives.
• Ensure regulatory compliance with legal requirements pertinent to the day-to-day management of employees

Desired Experience

• Experience & Background - 9-11 years of relevant experience as a HR Business Partner preferably in Software/Tech Industry
• Strong communication & storytelling – Articulates clear points of view, simplifies complex ideas, and presents practical, compelling solutions.
• Experience in scaling environments – Exposure to high-growth or fast-changing organizations preferred.
• Well-rounded HR expertise – Experience across organization development, employee relations, talent acquisition, learning & development, and compensation.
• Strong business acumen – Deep understanding of the business, market dynamics, and competitive landscape.
• Change leadership – Effectively prepares, equips, and supports teams through change and transformation.
• Critical thinking – Breaks down complex problems and applies structured, independent thinking to resolve them.
• Sound decision-making – Makes timely, unbiased, and data-driven decisions.
• Analytical capability – Proficient in Excel for dashboards, reporting, and HR analytics.
• Strong planning & execution – Demonstrates discipline, prioritization, metric orientation, and time management.
• Influencing & negotiation – Resolves conflicts constructively and influences stakeholders to shape a strong organizational culture.
• Coaching & counseling mindset – Develops people by unlocking potential and focusing on outcomes.
• Decisive leadership – Takes ownership, makes tough calls, and holds firm on decisions when required.

What We Value

• Business-first HR mindset
• Ownership without excuses
• Analytical depth + human sensitivity
• Bias for action