CRISIL
Website:
crisil.com
Job details:
Role Overview
The Core HR Business Partner (HRBP) serves as a strategic partner to business leaders, driving people strategies that align with business objectives and support organizational growth. The role is responsible for managing the end-to-end employee lifecycle across assigned business units, with a focus on workforce planning, talent management, succession planning, performance management, employee engagement, and organizational effectiveness. The HRBP will influence senior stakeholders and drive a robust talent agenda that enables business success. Strategic HR Partnership
- Partner with business leaders to develop and execute people strategies aligned to business goals.
- Advise on organizational design, workforce planning, talent development, and change management initiatives.
- Act as a trusted advisor on leadership development, employee engagement, and succession planning.
Talent & Performance Management
- Drive talent reviews, succession planning, and leadership pipeline development.
- Identify, develop, and retain high-potential talent to strengthen organizational capability.
- Lead the performance management process and support managers in driving high performance and career growth.
Employee Relations & Engagement
- Manage employee relations matters with a focus on fostering a positive and inclusive work environment.
- Drive employee engagement initiatives and support a strong culture of collaboration and accountability.
- Handle performance improvement, conflict resolution, and disciplinary matters as required.
HR Analytics & Workforce Insights
- Leverage HR metrics and analytics to provide data-driven insights and recommendations.
- Monitor key people metrics including attrition, engagement, workforce utilization, and organizational health.
- Track the effectiveness of HR initiatives and support informed business decision-making.
Experience & Qualifications
- 10 + years of relevant experience as HR Business Partner.
- Strong expertise in talent management, succession planning, organizational development, employee relations, and workforce planning.
- Proven ability to influence senior stakeholders and drive business-aligned people outcomes.
Key Competencies
- Strong business and HR acumen with excellent problem-solving and analytical skills.
- Effective stakeholder management and influencing capability across all organizational levels.
- Excellent communication, consulting, and presentation skills.
- Strategic mindset with the ability to balance business priorities and people outcomes.
- Ability to thrive in dynamic environments and drive impactful change.
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