Solving the world’s hardest engineering challenges through end‑to‑end solutions across industries.
They will integrate strategic HR management with operational excellence and legal compliance, playing a pivotal role in achieving business success through effective people management. As a VBU HR business partner, they are responsible for strengthening and aligning HR strategies with the specific objectives of their designated VBU. The role requires close collaboration with Strategic Client Partner, Strategic Delivery Partner, and other leaders to understand the VBU goals and challenges, ensuring that HR initiatives effectively support and drive business success.
Develop the Team: Train, mentor and guide team members, promoting capability development and collaboration.
Talent Strategy: Design and implement initiatives to drive revenue growth and profitability by strategically managing talent and aligning HR initiatives with business objectives.
Relationship Management: HRBP build relationships and coordinate effectively among a wide range of stakeholders and collaborators throughout the organization, and lead synergies in work and business goals.
Process Facilitation: Collaborate with HR CoEs and other functions to design and implement effective processes within the VBU.
Change Management: Lead transformation projects and change management initiatives to ensure seamless transitions and minimize disruption.
The VBU HR Business Partner will collaborate with VBU leaders to drive the talent strategy and achieve Business goals. The role focuses on being a strategic advisor to managers on people’s matters, optimizing organizational objectives and driving HR strategies that support business objectives.
Manager Coaching: Coach managers to build a high-performance culture, develop high-potential talent, implement engagement strategies, and handle conflicts.
Employee Engagement: Analyze data to identify trends, diagnose problems, and implement proactive solutions to enhance employee engagement.
Employee Development – Identify training and development needs across the business unit and coordinate with the Learning & Development team to organize relevant programs.
By leveraging data insights and business acumen, the VBU HRBP will support leadership in taking data driven decisions, align strategies, and foster a supportive work environment within the VBU.
HR Metrics – Periodically review critical HR metrics and implement strategies to promote business growth.
Culture Institutionalization: Guide VBU managers in addressing challenges by developing and executing strategies to reinforce values and behaviors.
Data Judgment: HRBP with strong data judgement skills effectively analyze & interpret data and showcases sophisticated data storytelling to strategically navigate informed, evidence-based decisions that drive business outcomes.
Leadership and Influence: Strong leadership capabilities to influence leaders and stakeholders, promoting HR as a strategic business partner.
Global Perspective: Knowledge of global HR practices and the ability to work across multiple regions, managing cultural sensitivities and legal requirements.
Change Management: Expertise in managing organizational change, guiding employees through transitions while minimizing disruptions.
Business acumen: HRBP with strong business acumen demonstrates good knowledge of business landscape, industry trends, financial drivers, organizational processes and uses these insights to influence and drive people related decisions.
Project Management: Strong organizational and project management skills to lead and implement complex HR initiatives and programs.
Data Analytics and Decision Making: Proficiency in analyzing HR data, generating insights, and making data-driven decisions to improve HR initiatives and business outcomes.
Agility: HRBP can respond to shifts in the business environment, adapt and change course when necessary.
Financial Acumen: Understanding of financial metrics and how HR strategies impact the organization's bottom line, including budget management and resource allocation.
Talent Management and Development: Expertise in developing and implementing talent strategies, including succession planning, leadership development, and high-performance culture initiatives.
Strategic Consulting:HRBP with strategic consulting skills develop and execute solutions to business challenges, coach leaders about talent implications, challenges business leaders’ assumptions and influence strategic business decisions.
Coaching and Mentoring: Skilled in coaching and mentoring senior leadership and managers to develop their leadership capabilities and improve team performance.
Legal and Compliance Knowledge: Familiarity with employment laws and regulations to ensure HR policies and practices are compliant.
Education & Qualifications: Master’s or MBA HR or related stream (required), Professional HR certifications (preferred).
Strategic Thinking: Ability to align HR strategies with business goals and provide insights that drive organizational performance.
Communication and Interpersonal Skills: Exceptional communication skills for building relationships across all levels of the organization, influencing stakeholders, and delivering clear messages.
Pay Range: $75,000- $90,000
Compensation decisions are made based on factors including experience, skills, education, and other job-related factors, in accordance with our internal pay structure. We also offer a comprehensive benefits package, including health insurance, paid time off, and retirement plan.