Manager - HRBP, L&D

The HR Manager – HRBP, People Development & Talent Management, will lead the HR Business Partnering agenda with a primary focus on people development, capability building, and performance-led growth . The role will design and drive learning and development frameworks, strengthen leadership and succession pipelines, and enable a strong development culture for all group companies.

Talent Management , including workforce planning and talent acquisition governance, will also be the key responsibility to ensure the availability of current and future talent aligned with business needs.

Key Responsibilities

HR Business Partnering & Leadership Enablement
• Partner with business leaders to align people development and HR initiatives with business strategy.
• Translate business priorities into Talant Sourcing, capability, leadership, and succession plans .
• Support organization effectiveness, change management, and leadership capability initiatives.

People Development & Learning (Core Focus)
• Design and implement organization-wide people development and learning frameworks across leadership, managerial, and functional capabilities.
• Drive leadership development programs , manager effectiveness initiatives, and high-potential development journeys.
• Identify current and future skill gaps using performance data, business plans, and capability assessments.
• Build and manage succession planning and leadership readiness for critical roles.
• Partner with internal stakeholders and external learning partners to deliver high-impact learning solutions.
• Measure learning effectiveness and ROI through defined metrics and continuous improvement actions.

Performance Management & Development Systems
• Own the Performance Management System (PMS) with a strong focus on development planning, performance differentiation, and career progression .
• Lead KRA design, review cycles, calibrations, and performance improvement plans.
• Enable managers through training and coaching on goal setting, feedback, and development conversations.

Talent Management (Workforce Planning & Talent Acquisition)
• Drive workforce planning aligned to current and future capability and leadership needs .
• Team Management & to provide governance oversight for talent acquisition and manage critical, niche, and leadership roles to ensure quality of hire and cultural alignment.
• Ensure effective onboarding and early development interventions for new hires.
• Strengthen internal talent pipelines through career paths, internal mobility, and role readiness frameworks.

Employee Engagement, Culture & Retention
• Drive engagement surveys, diagnostics, and action plans with focus on leadership effectiveness and growth opportunities .
• Proactively identify retention risks, especially for high performers and high-potential talent.
• Reinforce organizational culture, values, and ethical practices.

Employee Relations, Compliance & Governance
• Manage employee relations including grievances, disciplinary actions, and conflict resolution.
• Ensure compliance with labor laws, POSH, statutory requirements, and internal HR policies.
• Support audits, investigations, and governance reviews.

Rewards, Compensation & Performance Linkage
• Support compensation cycles including appraisals, promotions, incentives, and role-based corrections.
• Ensure internal equity, pay parity, and market alignment.
• Strengthen linkage between performance outcomes, development plans, and rewards .

HR Analytics & Talent Insights
• Track and analyze people metrics related to capability gaps, leadership pipeline health, learning impact, attrition, and performance distribution .
• Provide actionable insights to leadership for informed people and talent decisions.

Key Skills & Competencies
• Strong HRBP orientation with deep expertise in people development and leadership effectiveness
• Proven experience in L&D, succession planning, and performance management systems & Hiring
• Ability to integrate Talent Acquisition into a broader talent and capability strategy
• Strong stakeholder management and influencing skills
• Data-driven, execution-focused, high ownership mindset

Qualification & Experience
• MBA / PGDM in Human Resources or equivalent
• 8–12 years of overall HR experience
• 4–6 years of team management and focused working as HRBP, People Development, L&D, or HR Manager roles
• L&D & Talent Management experience is must

Preferred experience in life sciences, technology, manufacturing, or sales-driven organizations