Senior Manager, HRBP

The Role:

As Senior Manager Business Partner,
● You are the custodian for the implementation of People Strategy for your business units.
● You own end-to-end People Operations function within your business units (with support roles in
Talent Acquisition and Development).
● You are also the owner of the core PeopleOps processes that you are responsible for
Roles and Responsibilities:

Business Acumen: You must maintain an understanding of the organization’s vision, mission,
values, and goals. The expectation is to Understand RZP business, and products. Have an in-
depth understanding of your own Business function that you support.
● Excellent stakeholder management: You must work closely with Functional and Sub-Functional
Heads to enable business outcomes from an HR Standpoint by Identifying Opportunities for HR
Interventions, Post identification aligning businesses to work together, and driving them for
successful outcomes.
● Result Orientation & Problem Solving: With support, you must adopt a solution-oriented
approach to solve problems smartly. Lead with creative, effective, practical, and spontaneous
actions or solutions faced at work. With direction, able to debug and root cause issues. You are
expected to be agile and display ownership and commitment to tasks. Must have a result-oriented
approach to situations and move swiftly from thoughts to action. Have a fair understanding of
quality work vs timely delivery of results.
● Own 3P’s: Have a deep understanding of HR processes and activities both in general and in the
cultural context. Drive the Agenda of 3P`s - Policy, Process, and Practices in alignment with
Business with the mindset of improving efficiency.
● Partner in Talent sourcing to help build org: Helping Business Find Culture Fit Candidates.
Coaching, Guiding Interviewers, Stakeholders for alignment.
● Drive Change management: Establish an understanding of the short- and long-term goals of
planned organizational changes. Assess the HR implications of planned organizational changes.
● Employee Engagement & Retention: Regular Pulse Check of Employees through Connects. Be
on the ground with employees to understand their pain points and areas of improvement. Analyze
past attrition trends and prepare retention strategies for respective units, functions, and
departments. Tracking and Publishing Weekly Reporters - Attrition, Emp Connect, Emp
Grievance. Drive the engagement survey and action planning for respective business units.
● Drive Performance: Partner to develop a performance management system that aligns individual
performance objectives with organizational strategic goals. Partner to create a timeline for the
execution of performance management evaluations. Coach managers in how to set goals and
expectations with employees. Responsible for timely and quality completion of reviews with
follow-ups and ensuring effective calibration to raise the bar and open communication between
manager and employee. Develops and uses collaborative relationships to facilitate the
accomplishment of work goals.

Mandatory Qualifications:

● 9-11 years of proven HRBP experience in a fast-paced/startup environment
● Managed an HC Size of 200-400 Folks
● You are Gritty and a Hustler: strong on execution, high creativity, and an ownership mindset to
solving employee challenges and issues
● Meaningful relationships are your thing. You excel at making a connection with those around you
● You are told that your proactiveness and flexible style are what makes you a great partner and
collaborator
● You are an Excellent Communicator- A clear, approachable, and friendly communication style,
both written & verbal, and the willingness to tailor your message to different audiences
● Experience with core HR domains, including Org Design, Performance Management, labor laws,
Change Management & Implementing HR Policies & Processes.
● Strong Analytical, Logical, and Numerical Aptitude