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Mid-level HRBP, metro location, strong employer brand and broad generalist requirements create high competition.
Core HR generalist skills transfer across industries, but client-facing GCC and tech exposure moderately increase specificity.
Explicit 4–6 year requirement plus HRBP skillset and leadership stakeholder credibility raises screening to medium strictness.
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Serve as the strategic HR advisor to business heads and engineering leaders in client-facing technology groups for workforce planning and org design.
Lead talent lifecycle initiatives including internal mobility, succession planning, and managing complex employee relations issues confidentially.
Own people metrics and insights, drive change management programs, and enhance people-management capabilities across the group.
4–6 years of progressive HR generalist or HR Business Partner experience with exposure to multiple business or client-facing delivery organizations.
Hands-on experience in employee relations, organizational design, workforce planning, engagement, and talent management.
Master's degree or PG diploma in HR, Industrial Relations, or related field preferred.
Work Experience Required: 4–6 years in relevant HR roles.
Experienced in partnering closely with senior leadership and business heads in high-visibility, fast-paced technology or financial services environments.
Data-driven and analytically strong, able to translate people metrics into actionable insights and narratives for leadership.
Comfortable navigating ambiguity and complex cross-functional challenges within growing Global Capability Centers (GCC) or similar environments.