HR Business Partner (HRBP) Job at Devsinc | Apply Today!

The HR Business Partner acts as the strategic people partner for an assigned cluster. You will own the employee lifecycle and work closely with the Cluster Head on people, workforce, and organizational decisions. You will use people data and business insights to spot risks, influence leadership, and turn people priorities into measurable business outcomes. You will also support growth and change, including workforce scaling, restructuring, role redesign, and leadership transitions.

Key Responsibilities

• Employee lifecycle: Own the full lifecycle from pre-boarding to exit, including onboarding, 30/60/90-day check-ins, probation, confirmation, transfers, promotions, and exit interviews, and turn exit findings into actionable insights.
• Business partnering: Learn the cluster’s business model, clients, projects, and commercial drivers (revenue, margins, billing, utilization, bench, workforce cost). Advise cluster leadership on headcount, structure, and role design, and challenge decisions where people or business risks exist.
• Workforce planning: Translate business pipeline and demand into workforce requirements, forecast skills and headcount needs, spot capacity gaps or surplus, support bench management, and work with Talent Acquisition on hiring priorities.
• Performance management: Set goals and expectations with leaders, identify high performers and productivity risks, coach managers on performance conversations, and run PIPs with proper documentation.
• Talent and succession: Identify critical talent, flight risks, and successors, and build retention, development, mobility, and succession plans.
• Employee relations: Act as the first point of contact for grievances and conflicts, handle disciplinary matters and investigations fairly and with documentation, and escalate high-risk or legally sensitive cases.
• Retention and engagement: Own cluster attrition, hold stay conversations with critical talent, lead engagement surveys and action plans, and monitor well-being and burnout risks.
• People analytics: Maintain a monthly people dashboard (headcount, attrition, engagement, hiring, performance, risk), analyze trends, and present data-driven recommendations to senior stakeholders.
• Change and organizational effectiveness: Support restructuring, scaling, and transformation, assess people impact before changes, and support change communication and employee transitions.
• Coaching and advisory: Coach Cluster Heads and Team Leads on feedback, performance, retention, and conflict, and act as a trusted advisor rather than an HR process facilitator.
• Policy and compliance: Apply HR policies consistently, keep audit-ready records for sensitive cases, and recommend fixes for policy gaps.
• Centres of Excellence: Partner with Talent Acquisition, Rewards and Compensation, L&D, and HR Operations on workforce plans, compensation context, development needs, and accurate employee data.

Requirements

• Bachelor’s degree in Human Resources, Business Administration, Psychology, or a related field.
• 5 to 7 years of progressive HR experience, including at least 2 years in a business-facing HRBP or HR Generalist role supporting a defined business unit.
• Experience supporting organizational scaling, restructuring, transformation, or change.
• Strong understanding of workforce planning, employee relations, performance management, and talent management.
• Proficiency with HRIS platforms and people analytics.
• Ability to turn people data into business insights and recommendations.
• Strong stakeholder management, influencing, coaching, conflict management, and communication skills.
• Commercial and business acumen, with the ability to connect people decisions to business outcomes.

Skills

Technical Skills

• Workforce planning and talent management
• Employee relations and performance management
• HRIS platforms and people analytics
• Dashboard reporting and data analysis
• HR policy, compliance, and documentation
• Understanding of commercial drivers (utilization, margins, workforce cost)

Soft Skills

• Stakeholder management and influencing without direct authority
• Coaching and conflict management
• Strong communication
• Sound judgement on sensitive cases
• Commercial and business acumen

Nice to Have

• Master’s/MBA in HR, or CIPD/SHRM certification.
• Experience in IT services, software, technology consulting, or another high-growth, high-attrition environment.