Arcesium is hiring for a HR Business Partner who will be the strategic and operational anchor for a high-visibility, fast-moving part of the business and delivery leads who sit closest to Arcesium's institutional clients. You'll partner directly with business heads and senior leadership to shape workforce plans, resolve complex people situations, and build a culture that keeps pace with the technical bar this group sets for itself.

What You'll do: 

Strategic Business Partnering

• Act as the trusted HR advisor to business heads and engineering leaders within the client-facing technology group, embedding yourself in their planning cycles rather than waiting to be looped in.
• Translate business and technology roadmaps into workforce plans — headcount, skills mix, org design — and flag people risks before they become delivery risks.
• Bring an external lens to internal conversations: benchmark org structures, spans of control, and role architecture against how peer GCCs and technology organizations are evolving.

Talent Lifecycle & Organization Design

• Lead org design conversations as teams scale — spans, layers, career ladders — with a bias toward structures that keep decision-making close to the client.
• Own the internal mobility and succession conversation for key technical and client-facing roles, working closely with leadership on bench strength.

Employee Relations, Engagement & Culture

• Be the first point of contact for complex employee relations matters — performance concerns, interpersonal conflict, sensitive exits — handling each with judgment, confidentiality, and consistency.
• Design and run engagement interventions tailored to a technical, client-facing population: stay conversations, pulse surveys, skip-levels, and manager coaching.
• Champion Arcesium's culture and values inside a group that is often deep in delivery mode — making sure culture isn't the thing that gets deprioritized under client pressure.

People Data & Insight

• Own the people metrics that matter for this client group — attrition, span of control, promotion velocity, engagement — and turn them into a narrative leadership can act on, not just a dashboard.
• Partner with Total Rewards and TA on compensation benchmarking and structure reviews specific to client-facing technical talent in the Hyderabad and broader GCC market.

Change & Capability Building

• Lead change management for org restructures, process rollouts, and new HR programs landing inside your client group.
• Coach first-time and experienced managers on performance conversations, feedback, and team-building — raising the people-management bar across the group.

What You'll Need: 

• 4–6 years of progressive HR generalist or HR Business Partner experience, ideally with meaningful exposure to multiple business, or client-facing delivery organizations.
• Hands-on experience across the HR spectrum: employee relations, org design, workforce planning, engagement, and talent management.
• Comfort with ambiguity and complex, cross-functional problems — GCC environments move fast and rarely hand you a clean brief.
• Strong analytical instincts; you're as comfortable building a narrative from attrition data as you are sitting across the table from a distressed employee.
• Excellent stakeholder management and communication skills, with the credibility to work directly with business heads and senior leadership.
• Education: Master's degree or PG diploma in HR, IR, or a related field preferred.