Assistant Manager - HRBP

Role SummaryWe are looking for an experienced and people-focused Assistant Manager – HRBP to partner with functional heads and managers and drive the people agenda across the employee lifecycle. The role involves understanding business goals and workforce needs, supporting workforce planning and talent acquisition, driving performance management and engagement, handling employee relations, and building HR processes and analytics in a fast-paced, start-up environment.Key ResponsibilitiesHR Business Partnering: Partner with functional heads and managers to understand business goals, workforce needs, and people challenges, and provide practical HR solutions.Workforce Planning & Budgeting: Prepare manpower plans, identify hiring priorities, track headcount, and align workforce requirements with business budgets.Talent Acquisition Coordination: Work closely with the Talent Acquisition team on critical hiring, role prioritization, hiring timelines, and workforce requirements.Performance Management: Drive goal setting, OKRs/KPIs, mid-year and annual appraisals, performance reviews, and performance improvement plans (PIPs).Employee Engagement & Retention: Develop engagement initiatives, identify attrition risks, conduct stay and exit interviews, and improve employee retention.Employee Relations & Grievance Handling: Address employee concerns, resolve workplace conflicts, handle disciplinary matters, and ensure fair and consistent practices.Organisation Development (OD): Support organisation design, role clarity, competency frameworks, succession planning, and leadership development.Learning & Development: Conduct Training Needs Analysis (TNA), identify capability gaps, and coordinate functional and leadership development initiatives.Compensation & Benefits: Support salary reviews, compensation benchmarking, appraisal budgets, internal parity, and retention-related compensation decisions.HR Policies & Compliance: Develop and implement HR policies, maintain statutory compliance, and ensure consistent application of company policies.Employee Lifecycle Management: Manage onboarding, probation reviews, confirmation, internal movements, employee documentation, and exit formalities.HR Analytics & MIS: Track headcount, attrition, hiring performance, employee costs, engagement, and other people metrics to support data-driven decisions.Stakeholder Management: Work closely with founders, leadership, and functional managers to resolve people challenges and drive accountability.Start-up Agility & Execution: Build and improve HR processes from the ground up, manage competing priorities, and execute effectively in a fast-paced environment.HRMS & Process Automation: Manage HRMS processes, maintain accurate employee data, improve HR workflows, and reduce manual work.Qualifications & SkillsMBA / PGDM in HR or Human Resources Management preferred.5–8 years of experience in HR Business Partnering or generalist HR, preferably in a start-up, e commerce, healthcare, or fast-growing organisation.Strong understanding of HR Business Partnering, workforce planning and budgeting, and talent acquisition coordination.Hands-on experience in performance management (OKRs/KPIs, appraisals, PIPs), employee engagement, and retention.Sound knowledge of employee relations, grievance handling, and disciplinary processes.Exposure to organisation development, learning & development, and compensation & benefits.Working knowledge of HR policies, statutory compliance, and employee lifecycle management.Proficiency in HR analytics and MIS, with strong Excel skills and experience with HRMS tools.Strong stakeholder management skills, with the ability to work closely with founders, leadership, and functional managers.Start-up agility – ability to build HR processes from the ground up, manage competing priorities, and execute in a fast-paced environment.Excellent communication, problem-solving, and people-management skills.What You Will ContributeAct as a trusted people partner to business leaders, aligning HR priorities with business goals.Strengthen performance management, engagement, and retention practices across teams.Build scalable HR processes, policies, and data-driven reporting as the organisation grows.Support a fair, transparent, and compliant workplace culture that reflects the organisation’s values.