Human Resources Business Partner

About the RoleWe are looking for a dynamic and business-oriented HR Business Partner (HRBP) to partner with business leaders and drive people strategy across a fast-growing NBFC/FinTech organization.The HRBP will act as a strategic advisor to business leaders, translating business priorities into effective people interventions across workforce planning, talent management, employee engagement, performance management, leadership development, organizational effectiveness, employee relations, and culture.The ideal candidate should understand the unique people challenges of a high-growth, target-driven and regulated financial-services environment, including sales-heavy teams, technology/product functions, risk and compliance teams, and rapidly evolving organizational structures.______________Key Responsibilities1. Business Partnering & People Strategy

• Partner closely with business heads and functional leaders to understand business objectives, workforce requirements, and organizational challenges.
• Translate business strategy into actionable people strategies and HR interventions.
• Act as a trusted advisor to leadership on people, organization, culture, and talent-related matters.
• Provide data-driven insights and recommendations on workforce productivity, attrition, talent gaps, and organizational effectiveness.
• Participate in business reviews and leadership discussions to proactively identify people risks and opportunities.2. Workforce Planning & Talent Management
• Drive annual and quarterly workforce planning in alignment with business growth plans.
• Partner with Talent Acquisition teams on critical hiring, manpower planning, and talent requirements.
• Identify critical roles, talent gaps, succession risks, and capability requirements.
• Drive talent reviews, succession planning, high-potential identification, and career development initiatives.
• Build talent pipelines for critical business and leadership positions.3. Performance Management
• Drive the organization's performance management cycle across assigned business units.
• Partner with managers to establish meaningful KRAs/KPIs aligned with business objectives.
• Facilitate performance calibration and ensure consistency in performance evaluation.
• Coach managers on performance improvement, feedback, goal setting, and difficult conversations.
• Identify performance trends and recommend corrective interventions.4. Employee Engagement & Retention
• Own employee engagement initiatives for assigned business functions.
• Analyze engagement survey results, employee feedback, and attrition trends to identify root causes.
• Develop targeted retention strategies for critical talent and high-attrition populations.
• Conduct employee connect initiatives, skip-level interactions, and listening sessions.
• Build a strong employee experience aligned with the organization's culture and values.5. Employee Relations & HR Governance
• Act as an escalation point for employee relations matters and workplace concerns.
• Partner with HR leadership and relevant stakeholders on disciplinary and grievance-related matters.
• Ensure adherence to organizational policies and applicable employment regulations.
• Work closely with HR Operations, Compliance, Legal, and other stakeholders on sensitive employee matters.
• Maintain appropriate documentation and confidentiality for employee-related issues.6. Organizational Development & Change Management
• Support organizational restructuring, business expansion, mergers, acquisitions, and other transformation initiatives.
• Drive change-management initiatives during periods of rapid business growth or organizational transformation.
• Identify organization design and role-clarity issues and recommend improvements.
• Support leadership capability-building and manager effectiveness programs.
• Partner with L&D teams to identify functional and behavioral capability gaps.7. HR Analytics & People Metrics
• Track and analyze key people metrics including:o Attrition and retentiono Headcount and workforce productivityo Hiring and vacancy trendso Internal movemento Performance distributiono Employee engagemento Absenteeismo Cost of workforce
• Develop dashboards and periodic people reviews for business leadership.
• Use people analytics to identify trends and proactively recommend interventions.8. Culture & Employee Experience
• Champion the organization's values and desired culture across business teams.
• Partner with leaders to strengthen accountability, collaboration, customer focus, and performance culture.
• Drive initiatives that improve employee experience across the employee lifecycle.
• Support communication and culture initiatives during periods of rapid growth and transformation.9. HR Projects & Transformation
• Lead or contribute to strategic HR projects such as:o Organization restructuringo HR transformationo New business/product launcheso Workforce optimizationo Leadership developmento Career architectureo Rewards and recognitiono Employee experienceo HR technology / HRIS implementationo M&A integration
• Continuously identify opportunities to simplify and improve HR processes.