CBIZ
Website:
cbiz.com
Job details:
About Us
CBIZ, Inc. (NYSE: CBZ) is a leading professional services advisor to middle-market businesses nationwide. With industry knowledge and expertise in accounting, tax, advisory, benefits, insurance, and technology, CBIZ delivers actionable insights to help clients anticipate what is next and discover new ways to accelerate growth. CBIZ has more than 9,500 team members across 23 major markets coast to coast.
CBIZ strives to be our team members' employer of choice by creating an environment where team members are appreciated, recognized for their contributions, and provided with opportunities to grow, both personally and professionally, throughout their careers.
Together, CBIZ and CBIZ CPAs are ranked as one of the top providers of accounting services in the United States. CBIZ CPAs is an independent CPA firm that provides audit, review and attest services, while CBIZ provides business consulting, tax and financial services. In certain jurisdictions, CBIZ CPAs operates under its previous name, Mayer Hoffman McCann P.C
Role Purpose
The Manager – HRBP (Bangalore) is the complete, full-spectrum HR Business Partner for the Bangalore client group — the single point of contact for all things people-related, from strategic workforce decisions to everyday support — while also owning Performance Management as a company-wide program across Bangalore, Pune, and Hyderabad, and establishing the HR processes and policies that underpin it.
This is an impact-first, employee-first role. You'll connect the dots between business, L&D, Talent Acquisition, HR Operations, and other functions; act as a trusted advisor — and occasional challenger — to managers and senior leaders alike; and bring empathy and compassion into every interaction without losing the courage to push back. You'll also be a reliable source of data, reporting, and insight for the rest of HR and for leadership. This is not a role for someone who wants a fixed playbook or prefers process over people — it rewards action, ownership, and genuine care for the employee experience.
Strategic Business Partnering
- Operate as the complete HRBP for the Bangalore client group — the single point of contact for all things HR, and a go-to resource on things beyond the core HR remit too.
- Understand the client group's P&L, delivery model, and pressures well enough to bring solutions proactively, not just respond to requests.
- Act as a trusted advisor to both frontline managers and senior leadership — ask the uncomfortable question and challenge the status quo rather than rubber-stamp decisions.
- Connect the dots across business, L&D, Talent Acquisition, Performance Management, HR Operations, and other functions — proactively spot where these pieces aren't talking to each other and close the gap.
- Translate business priorities into people plans — workforce planning, org-health actions, and retention strategies for the client group.
- Bring empathy and compassion to every interaction, balanced with the willingness to have hard conversations — this is an employee-first role.
People Experience & Impact
- Deep-dive into engagement, attrition, and performance data to diagnose root causes — not just report symptoms — and design targeted interventions.
- Lead at least one measurable people-experience initiative per cycle (e.g., manager capability, onboarding experience, career pathing) with a clear before/after metric.
- Partner with L&D and TA to proactively close capability and pipeline gaps.
Conflict Management & Resolution
- Handle grievances, conflicts, and terminations fairly, consistently, and in compliance with policy and labor law; know when to escalate.
- Maintain confidentiality and sound judgment on sensitive matters — compensation, PIPs, investigations.
Performance Management (Company-Wide Ownership)
- Design, own, and drive the Performance Management framework and cycle — goal-setting quality, reviews, calibration facilitation, and PIP governance — company-wide across Bangalore, Pune, and Hyderabad, not just the local client group.
- Partner closely with the Rewards & Recognition owner (Pune) so performance outcomes and recognition reinforce each other.
- Provide Compensation & Benefits support as needed — merit, bonus, and promotion recommendation input tied to performance outcomes (a valued, not mandatory, area of contribution).
Process, Policy & Automation (via Projects & Initiatives)
- Contribute to establishing and improving HR processes and policies — ensuring they're practical and genuinely used, not just documented.
- Identify and drive automation of manual HR processes — build a technology-and-automation-first mindset into the role, using tools and systems to make work easier rather than defaulting to manual effort, so time is spent on real impact for stakeholders and employees, not busywork.
Team Management
- No direct reports initially — this starts as an individual contributor role, right-sized to build credibility and impact first.
- Future scope: may take on a direct report (e.g., an HRBP Associate/AM) as the team's reporting structure evolves — potentially including functional oversight of the Hyderabad AM-HRBP.
Projects & Initiatives
- Get pulled into cross-functional HR projects — beyond Performance Management — spanning initiative design and execution across the organization.
- Bring a builder's mindset: comfortable proposing and running something that doesn't exist yet, and iterating fast based on results. Stay action-oriented — this role is not meant to get buried in bureaucracy.
Data, Reporting & Insights
- Be a reliable data provider to other HR functions (TA, L&D, HR Ops) and to stakeholders and leadership — attrition, engagement, performance, and headcount data.
- Translate raw data into clear insights and recommendations, not just dashboards — this should genuinely inform business and HR decisions.
Must Have Experience Skills
- 10–12 years of progressive HR experience, with meaningful time working as an HR Business Partner.
- Demonstrated experience designing and executing HR projects/initiatives end-to-end — not just supporting them.
- Proven experience designing or leading a company-wide (not just team/location-level) Performance Management or Rewards & Recognition program — either is acceptable.
- Experience contributing to or improving HR processes and policies at an organizational level.
- Conflict management & resolution — proven experience handling grievances, terminations, and performance issues fairly and compliantly. This is table stakes; getting it wrong creates legal exposure and erodes trust.
- Business acumen — demonstrated ability to understand a client group's P&L, delivery model, and pressures, and align HR interventions accordingly.
- Data literacy & reporting — comfortable reading attrition, engagement, and performance data, drawing accurate conclusions, and packaging insights for other HR functions and leadership.
- Compliance & policy fluency — working knowledge of labor law fundamentals and clear judgment on when to escalate.
- Performance & talent process execution — has run goal-setting, calibration, or succession processes competently.
- Strong Excel and PowerPoint skills.
Core Competencies and Behavioral Traits
- High empathy and compassion, balanced with a genuine willingness to challenge the status quo.
- Trusted-advisor courage — can point to real instances of pushing back on a manager's or senior leader's decision in the employee's or organization's interest.
- Confidentiality & judgment — handles sensitive matters (compensation, PIPs, investigations) with discretion; a single breach destroys credibility permanently.
- Demonstrated ability to connect the dots across business, TA, L&D, Performance, and Operations — doesn't operate in an HR silo.
- Creative & resourceful problem-solving — brings fresh, unconventional ideas rather than defaulting to “how it's always been done.”
- Influence & persuasion — able to bring managers and senior leaders along without relying on formal authority.
- Technology & automation-first mindset — instinctively looks to solve problems through tools, systems, and automation rather than manual effort, freeing up time for real impact on stakeholders and employee experience rather than busywork.
- High risk tolerance and a hustler mentality — action-oriented, comfortable with ambiguity, willing to try, fail, and iterate quickly; not a fit for someone who wants to hide behind process.
What Success Looks like(First 6-12 Months)
- Performance Management cycle relaunched/run company-wide (not just Bangalore) with strong on-time completion and visibly improved calibration quality across locations.
- At least one or two HR processes or policies improved and genuinely adopted, ideally with a manual step automated or removed.
- Bangalore client group's engagement/attrition trending positively, backed by real root-cause diagnosis rather than surface-level reporting.
- Recognized internally as a reliable, insight-driven data source for other HR functions and leadership.
What this role is not
This is not an operational, transactional, or purely process-administration HR role. It is not a good fit for someone who waits to be told what to do, avoids friction with business leaders, or is uncomfortable owning ambiguous, unbuilt problems. It is also not a steady-state, process-following role for someone who needs an established playbook — it requires genuine comfort building structure from ambiguity and staying action-oriented rather than buried in process and policy.
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