TAC Security
Website:
tacsecurity.com
Job details:
Role Purpose
TAC Security is seeking a proactive and business-oriented HR Business Partner (HRBP) to partner with business leaders and employees in driving people strategy, organizational effectiveness, employee engagement, and a high-performance culture.
The role requires a strong combination of strategic HR partnering and hands-on execution, with responsibility for workforce planning, performance management, employee relations, talent development, engagement, organizational development, and HR operations.
Key Responsibilities
1. Strategic HR Business Partnering
- Partner with business and functional leaders to understand business priorities, organizational challenges, and workforce requirements.
- Translate business objectives into effective people and HR strategies.
- Act as the primary HR partner for assigned business functions.
- Advise managers on people management, team effectiveness, employee engagement, retention, and organizational development.
- Provide HR insights and recommendations to leadership to support business decisions.
- Build strong relationships with employees and managers across different levels of the organization.
2. Workforce Planning & Organization Design
- Partner with leadership on annual and quarterly manpower planning and headcount requirements.
- Support organizational restructuring, reporting-line changes, role creation, and workforce optimization.
- Work with Talent Acquisition teams to ensure critical positions are identified and filled within defined timelines.
- Support succession planning and identification of critical roles and high-potential employees.
- Assist leadership in defining clear roles, responsibilities, KRAs, and organizational structures.
3. Performance Management
- Drive goal-setting, performance reviews, appraisals, and periodic performance discussions.
- Partner with managers to establish measurable KRAs/KPIs aligned with business objectives.
- Identify performance gaps and support managers in implementing appropriate corrective actions.
- Manage Performance Improvement Plans (PIPs) and associated documentation.
- Promote a culture of continuous feedback, accountability, recognition, and high performance.
4. Employee Relations
- Act as a trusted point of contact for employee concerns and workplace matters.
- Manage employee grievances, disciplinary matters, attendance concerns, behavioural issues, and workplace conflicts.
- Guide managers on appropriate employee relations practices and documentation.
- Support processes involving warning letters, show-cause notices, disciplinary actions, and other corrective measures.
- Ensure employee matters are handled professionally, consistently, confidentially, and in accordance with company policies.
5. Employee Engagement & Retention
- Conduct regular employee connects, HR 1:1s, skip-level discussions, and engagement initiatives.
- Identify employee concerns and potential attrition risks proactively.
- Partner with managers to develop retention strategies for critical and high-performing talent.
- Drive employee recognition, engagement, and culture-building initiatives.
- Analyze employee feedback and recommend actionable improvements.
6. Talent Management & Development
- Identify capability and skill gaps in partnership with functional leaders.
- Support Individual Development Plans (IDPs), leadership development, and career progression initiatives.
- Identify high-potential employees and support succession planning.
- Partner with Learning & Development teams on functional, technical, managerial, and leadership training requirements.
- Facilitate internal mobility and career-development opportunities.
7. Employee Lifecycle Management
- Ensure a seamless employee experience from onboarding through confirmation, development, internal movement, and separation.
- Monitor probation periods and ensure timely confirmation or extension decisions.
- Manage promotions, designation changes, transfers, compensation revisions, and organizational movements.
- Conduct structured exit interviews and analyze reasons for employee turnover.
- Coordinate separation, knowledge transfer, clearance, and exit processes with relevant stakeholders.
8. HR Operations & Compliance
- Ensure consistent implementation of HR policies and processes across assigned business functions.
- Coordinate with Payroll, Finance, IT, Administration, Talent Acquisition, and other teams on employee-related matters.
- Monitor attendance, leave, employee documentation, payroll inputs, and HRMS data.
- Maintain accurate and confidential employee records.
- Support HR audits and internal compliance requirements.
- Ensure adherence to applicable employment laws, statutory requirements, and company policies.
9. HR Analytics & Management Reporting
- Track key HR metrics including headcount, attrition, retention, absenteeism, hiring, performance, and employee engagement.
- Prepare HR dashboards and periodic reports for senior management.
- Use workforce data to identify trends, risks, and improvement opportunities.
- Provide actionable insights to leadership for better people-related decision-making.
10. Culture & Change Management
- Champion TAC Security's values and promote a culture of innovation, ownership, collaboration, accountability, and high performance.
- Support leadership during organizational transformation and change initiatives.
- Drive effective communication and employee adoption of new HR policies, systems, and organizational initiatives.
- Partner with leaders to strengthen managerial effectiveness and employee experience.
Qualification & Experience
- MBA/PGDM/Master's degree in Human Resources, Business Management, or a related field.
- 8-12 years of progressive HR experience, preferably with significant exposure to an HRBP or HR Generalist role.
- Experience in Cybersecurity, SaaS, IT, Technology, Consulting, or a high-growth organization is strongly preferred.
- Demonstrated experience partnering with senior managers and business/function heads.
- Experience working with geographically distributed or global teams would be an advantage.
Key Skills & Competencies
- Strong HR Business Partnering skills.
- Excellent stakeholder and relationship management.
- Employee relations and conflict-resolution expertise.
- Performance and talent management.
- Workforce planning and organizational development.
- Strong understanding of HR policies and employment practices.
- Excellent written and verbal communication.
- Analytical and data-driven decision-making.
- Ability to handle confidential and sensitive employee matters.
- Strong execution and problem-solving skills.
- Ability to operate effectively in a fast-paced, dynamic, and evolving cybersecurity environment.
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