Head - HR Business Partner

Role Purpose

The Head– HR Business Partner will lead the people agenda for an assigned business cohort, acting as a strategic advisor to leadership while ensuring robust execution through a team of HR Partners. The role is responsible for driving people strategy, building an engaged and future-ready workforce, enabling performance and talent outcomes, strengthening capability and capacity, and shaping culture and change journeys across the cohort.

Key Responsibilities

1) People Strategy for the Cohort

• Partner with business leadership to define and execute People Strategy, aligned to business goals.
• Build workforce plans (capacity, capability, succession, critical roles) and align hiring, redeployment, and build/buy/borrow strategies.
• Establish quarterly people reviews with leadership; track progress through dashboards and OKRs.
• Integrate DEI objectives, future skills, digital adoption, and cost-to-serve efficiency into the people plan.

2) Business Partnering & Building an Engaged Workforce

• Serve as a trusted advisor to BU heads and line leaders, influence decisions with data, insights, and external benchmarks.
• Drive engagement strategy for the cohort—manager enablement, recognition, communication cadence, and inclusion initiatives.
• Use listening to mechanisms (engagement surveys, eNPS) to identify hotspots; run action plans with owners and timelines.
• Partner with COEs (TA, L&D, C&B, ER) to ensure cohesive solutions; ensure timely delivery of HR processes across the employee lifecycle.

3) Performance & Talent Management

• Orchestrate the annual and mid-year performance cycles; ensure calibration quality, fairness, and linkage to rewards.
• Lead talent reviews and succession planning for critical roles; maintain healthy bench strength and ready-now pipelines.
• Identify skill gaps; design and deploy cohort-wide capability programs (technical, leadership, managerial effectiveness) with measurable impact.
• Enable Career Pathing, IDPs, and mobility pathways (internal marketplace, cross-functional moves, stretch assignments).
• Partner with TA on strategic hiring and internal movement to address capacity constraints and attrition risk.

4) Culture & Change Management

• Lead as a Culture and Change Architect, embedding culture in collaboration with the business through defined rituals, leadership behaviours, and governance mechanisms

• Lead change programs—org design changes, restructuring, digitization—ensuring change readiness, communication, and adoption.
• Drive ethical practices and compliance; ensure consistent and fair application of policies and code of conduct.

5) Leadership of HRBP Team

• Lead and mentor a team of HR Partners while overseeing-

• Employee Relations & Grievance Management: Timely resolution, root-cause correction, case tracking, and preventive controls.
• Disciplinary Actions: End-to-end management aligned with policies and statutory compliance.
• HR Processes: Onboarding, confirmation, transfers, payroll inputs, exits, and documentation with SLA and accuracy controls.
• Employee Pulse: Run periodic pulses, stay interviews, exit analytics; convert insights into actions, working as eyes and ears of the organization.
• Build a high-performing HR team via setting goals, reviewing performance, uplifting capability, and ownership.

Qualifications & Experience

• Education: MBA/PGDM in HR or equivalent.
• Experience: 12–15 years total HR experience with at least 8+ years in HR Business Partnering; prior team leadership experience is essential.
• Experience in talent management, organization design, employee relations, and change management.
• Airline Industry experience is preferred.

Skills & Competencies

• Business Acumen & Data Fluency: Ability to link people levers to P&L, productivity, and risk; strong use of analytics and dashboards.
• Influence & Stakeholder Management: Credible advisor to senior leadership; conflict resolution and negotiation skills.
• ER & Policy Governance: Solid understanding of labour laws and disciplinary protocols; risk mitigation mindset.
• Capability Building: Designing and measuring learning impact; future-skilling.
• Change Leadership: Communication planning, adoption strategies, and cultural transformation.
• People Leadership: Coaching, performance management, and talent growth of HR teams.
• Tools: HRIS (e.g., SAP/SuccessFactors), engagement tools, survey platforms, Excel/Power BI.