HR Strategic Partner

Role Summary

The HR Business Partner will act as a strategic partner to business units and senior leadership, aligning

HR strategy with business goals. In the payroll & staffing domain, the HRBP will focus on talent

acquisition, workforce planning, payroll, compliance, vendor management, employee relations, and

performance & engagement to ensure efficient, scalable operations.

Key Responsibilities

Partner with business leaders to translate business goals into HR priorities.

Plan and execute workforce planning and staffing strategies.

Drive end-to-end recruitment for staffing and payroll roles.

Oversee onboarding, training, and employee integration programs.

Lead performance management and employee relations initiatives.

Ensure payroll accuracy and statutory compliance (PF, ESI, TDS, labour laws).

Monitor HR metrics and generate analytical reports.

Drive employee engagement, retention, and culture initiatives.

Support change management and process improvement initiatives.

Liaise with external stakeholders and vendors for HR compliance.

Required Skills & Experience

• Experience : 2–12 years in HR, including experience as HRBP or Generalist in staffing / payroll

environments.

MBA (HR) preferred.

mindset, communication, and problem-solving.

Reporting & Stakeholder Relationships

Reports to : Head of HR / Director HR / CHRO

Stakeholders : Business unit heads, Finance, Payroll, Legal, Staffing vendors, Operations.

Key Result Areas (KRAs)

Time to fill and cost per hire for staffing roles.

Payroll accuracy and timeliness.

Attrition and turnover management.

Employee satisfaction and engagement scores.

Compliance and legal adherence.

Efficiency in HR processes and vendor management.

Salary & Compensation

Includes base salary, bonus, insurance, PF, gratuity, LTA, and performance incentives as per company

policy.

Benefits & Perks

Performance-linked bonus and incentives.

Health, life, and dental insurance.

Provident Fund, Gratuity, and statutory benefits.

Training and development support.

Flexible work arrangements.

Recognition and rewards programs.

Success Indicators (12–18 Months)

Improved HR metrics : hiring, retention, satisfaction.

Payroll and staffing operations running smoothly.

Strategic partnership with business units.

Compliance adherence and audit success.

Enhanced employee engagement and culture.