(Immediate Start) Human Resource Business 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.

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.