Human Resource Business Partner- Lead

About Company

Company is a fast-growing deep-tech company operating in a highly specialized engineering domain. Founded by experienced scientists and entrepreneurs, it is backed by leading global investors and has already achieved several industry-first milestones within a short span of time.

Job Description

Key Responsibilities

1. Strategic HR Business Partnering

• Partner with engineering leadership to understand business priorities, project roadmaps and organizational growth plans.
• Translate business and engineering requirements into people strategies and workforce plans.
• Advise leaders on organization design, team structures, role clarity and resource allocation.
• Drive organizational effectiveness, collaboration and accountability.
• Act as a trusted advisor to engineering managers on people-related matters.

2. Workforce Planning & Talent Acquisition

• Drive annual and quarterly workforce planning with engineering leaders and Talent Acquisition.
• Identify current and future talent requirements based on project milestones and technical skill requirements.
• Partner with TA teams to recruit niche engineering talent and leadership positions.
• Support hiring prioritization, workforce budgeting and resource optimization.
• Build talent pipelines through campus hiring, internships and internal mobility.

3. Performance Management & Talent Development

• Drive goal-setting, performance reviews, calibration and feedback processes.
• Align individual and team goals with organizational and project deliverables.
• Identify high-potential employees, critical talent and emerging leaders.
• Facilitate talent reviews, succession planning and career development.
• Coach managers on performance conversations and people management.

4. Employee Engagement, Retention & Culture

• Develop engagement and retention strategies for critical engineering talent.
• Conduct employee connect sessions, engagement surveys and exit interviews.
• Address employee feedback and improve team dynamics.
• Identify attrition risks and implement proactive retention strategies.
• Foster a culture of innovation, ownership, collaboration and accountability.

5. Organization Development & Change Management

• Support organizational restructuring, team expansion and leadership transitions.
• Identify organizational bottlenecks and capability gaps.
• Drive change management initiatives and process adoption.
• Strengthen engineering leadership and manager effectiveness.
• Promote internal mobility and cross-functional talent movement.

6. Learning, Capability Building & Career Progression

• Identify technical, behavioural and leadership capability gaps.
• Facilitate learning plans, mentoring and leadership development initiatives.
• Develop career frameworks, competency mapping and progression pathways.
• Encourage cross-functional exposure and development opportunities.
• Strengthen succession pipelines for critical engineering capabilities.

7. Compensation, Rewards & Retention Strategy

• Partner with C&B teams on compensation benchmarking, salary reviews and promotions.
• Support retention planning for critical and high-performing talent.
• Provide inputs on compensation competitiveness and reward strategies.
• Ensure fairness and transparency in HR policies and practices.

8. Employee Relations & HR Governance

• Address employee concerns, workplace conflicts and disciplinary matters.
• Guide managers on HR policies, employee relations and documentation.
• Ensure consistent implementation of HR policies and statutory requirements.
• Manage employee lifecycle processes, including onboarding, transfers, promotions and exits.
• Coordinate with HR teams to ensure smooth HR operations.

9. HR Analytics & Business Insights

• Monitor workforce metrics, including headcount, attrition, hiring and employee engagement.
• Analyse workforce productivity, talent risks and resource utilization.
• Present periodic people reviews and actionable insights to leadership.
• Track HR initiative effectiveness and recommend improvements.
• Support manpower budgeting, headcount governance and people-cost optimization.

Qualifications & Experience

• Bachelor's or Master's degree in HR, Business Administration, Psychology or a related discipline.
• 8+ years of progressive HR experience, preferably with strong HRBP exposure.
• Experience supporting Engineering, R&D, Product Development, Technology or technical teams.
• Strong understanding of workforce planning, talent management, performance management and organizational development.
• Experience partnering with senior management and functional leaders.
• Excellent analytical, communication, influencing and stakeholder-management skills.
• Experience in aerospace, automotive, engineering, deep-tech or industrial technology will be an advantage.