ISBR Business School
Website:
isbr.in
Job details:
To produce HR graduates who are strategic business partners — equipped with human science, data-
driven HR skills, and the professional maturity to command ₹9 LPA+ roles in leading organisations.
To position the HR specialisation as a talent pipeline for CHROs and senior HR teams who seek
people-first leaders, not form-fillers.
KEY RESPONSIBILITIES
• Design and own the HR & OB specialisation curriculum — spanning strategic HRM, talent
acquisition, L&D, compensation and benefits, labour law, OB, organisational design, and HR
analytics
• Integrate people analytics and HRIS tools into the curriculum — exposure to Workday, SAP
SuccessFactors, Darwinbox, or equivalent platforms
• Build a DEI (Diversity, Equity & Inclusion) module as a standalone and integrated curriculum
element
• Recruit and manage HR faculty — including visiting CHROs, senior HRBPs, and HR consulting
practitioners
• Design and facilitate HR consulting simulation projects — students act as HR consultants solving
real organisational challenges
• Build live project partnerships with HR functions of large corporates across sectors — BFSI,
technology, manufacturing, and healthcare
• Develop India-specific OB and HRM case studies — covering workforce challenges, culture
transformation, and talent management scenarios from Indian organisations
• Coordinate with the Director of Corporate Relations on CHRO and HR head relationships for
placements and live projects
• Track CHRO priorities — workforce analytics, hybrid work policy, talent retention, and learning
experience platforms — and update curriculum accordingly
• Represent the HR specialisation in academic council, accreditation documentation, and industry
advisory board sessions
MANDATORY QUALIFICATIONS & EXPERIENCE
- MBA/PGDM HR or MA in HRM/Organisational Psychology from a recognised institution; PhD
- preferred
- • Minimum 12 years combining corporate HR practice and/or academic teaching experience
- • At least 5 years as a senior HR professional — HRBP, HR Head, or CHRO — at a mid-to-large
- organisation, OR equivalent depth as an HR academic with strong practitioner connect
- • Strong working knowledge of modern HR practices — people analytics, talent management
- frameworks, DEI, and HRIS
- • Demonstrated experience in curriculum design, facilitation, and student mentorship in an HR
- context
PREFERRED / HIGHLY DESIRABLE CRITERIA
• SHRM-SCP, CIPD Level 7, or equivalent advanced HR certification
• Prior experience as CHRO or HR Head at a large, well-known organisation
• Hands-on proficiency with people analytics tools — Excel-based HR dashboards, Tableau, or
dedicated platforms
• Published research in HRM, OB, industrial-organisational psychology, or workplace studies
• Knowledge of HR technology landscape — ATS systems, LXP platforms, performance
management tools
CORE COMPETENCIES & LEADERSHIP ATTRIBUTES
Competency — What This Means in Practice
HR Domain Depth
Comprehensive knowledge of the full HR lifecycle — talent acquisition, development, engagement, performance, and exit management with a strategic business perspective.
OB & Behavioural Science
Applies psychological and sociological frameworks to understand organisational dynamics, workplace behaviour, leadership, and culture.
Analytics Integration
Comfortable working with people analytics, workforce metrics, attrition trends, engagement scores, and HR dashboards; enables data-driven decision-making.
Industry Connect
Maintains strong industry and CHRO-level relationships; regularly brings practitioners into classrooms through guest sessions, mentoring, and live projects.
Facilitation Skills
Skilled in experiential learning methods including case discussions, simulations, role plays, workshops, and group dynamics exercises.
Empathy
Demonstrates a people-centric approach and models the human values expected from HR professionals; genuinely invested in employee and student development.
Curriculum Innovation
Continuously updates curriculum to align with emerging workplace trends such as hybrid work, AI, automation, people analytics, and the gig economy.
Coaching & Mentoring
Guides students in career development, professional identity building, and articulating their value proposition as future HR professionals and HRBPs.
Strategic Thinking
Connects HR practices to organisational and business outcomes; enables students to understand HR from a CEO/CFO perspective.
Research Orientation
Contributes to the HR domain through research publications, case writing, consulting assignments, white papers, and practitioner-oriented insights.
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