Manager HRBP

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This role will anchor the organization’s Performance Management & Goal Management (PMGM) framework, ensuring merit-based differentiation, governance discipline, and alignment between business strategy and individual outcomes. The incumbent will also lead structured employee engagement interventions and act as a catalyst for culture building, workforce effectiveness, and organizational capability enhancement. This is a high-impact individual contributor role with strong strategic accountability. Key Responsibilities Performance & Goal Management (PMGM) Leadership Drive end-to-end execution of the PMGM framework across assigned functions. Ensure structured goal setting, alignment, documentation, and quarterly check-ins. Anchor performance differentiation philosophy aligned with meritocracy. Lead calibration discussions to ensure fairness, governance, and parity. Monitor performance discipline metrics (completion rate, documentation quality, rating distribution). Enable managers through structured PMGM training and coaching interventions. Strengthen linkage between performance outcomes and rewards. Employee Engagement & Culture Building Design and execute structured employee engagement initiatives. Conduct pulse surveys and analyze engagement drivers. Translate engagement data into actionable insights for leadership. Partner with business to drive culture initiatives aligned to organizational values. Address morale risks, retention triggers, and behavioral patterns proactively. Employee Relations & Governance Lead ER case handling with documentation discipline and compliance alignment. Ensure adherence to policies, statutory requirements, and governance standards. Coach managers on workplace conduct, grievance handling, and corrective actions. Data-Driven Insights & HR Analytics Analyze performance trends, attrition patterns, engagement indicators. Build dashboards to provide predictive talent insights. Use data to recommend interventions to leadership. HR Systems & Digital Enablement (SAP Success Factors) Lead domain-specific SAP Success Factors implementation and enhancements. Ensure performance module optimization and governance compliance. Drive adoption of HR tech platforms for process standardization. Required Skills Strong expertise in Performance & Goal Management frameworks. Deep understanding of meritocracy-based reward philosophy. Experience in engagement strategy. Strong calibration and performance differentiation capability. Strong analytical orientation with data storytelling ability. High emotional intelligence and conflict resolution capability. Project management skills with ability to handle multi-dimensional initiatives. Strong facilitation and coaching capability for senior managers. Tools / Systems / Technical Knowledge SAP Success Factors HR Analytics & Reporting Tools Survey and Engagement Platforms Decision-Making Authority Operational decision-making within assigned functions. Advisory authority on performance ratings and governance alignment. Influence-based decision-making across business units Problem-Solving Complexity Moderate to high complexity involving strategic trade-offs. Multi-stakeholder alignment and performance governance decisions. Talent risk mitigation and engagement interventions. Stakeholder Management / Influence Senior Leadership Business Unit Heads Cross-functional Teams Employees across levels Non-client facing role Education & Certification Requirements Bachelor’s in human resource Masters’ in human resource Any HR certification would be an added advantage Experience Requirements 6–8 years of progressive HR experience Minimum 3–4 years in Strategic HRBP role Demonstrated experience in: Performance Management & Calibration Employee Engagement Strategy Organizational Development HRIS Implementation (SAP Success Factors preferred) IT Services / Technology industry exposure preferred