This role is for one of Weekday’s clients
Salary range: Rs 4000000 - Rs 5500000 (ie INR 40 - 55 LPA)

Min Experience: 6+ years
Location: Bangalore
JobType: full-time

We are looking for an experienced and strategic Director – HR Business Partner (HRBP) – Technology to partner with technology leaders and drive people strategies that align with organizational objectives. The ideal candidate will have strong expertise in HR business partnering, employer branding, talent management, organizational development, and employee engagement. This role requires a proactive HR professional who can understand business priorities, translate them into effective HR initiatives, and build a high-performance culture within the technology organization.

The candidate will serve as a trusted advisor to senior leadership, supporting workforce planning, talent acquisition strategies, leadership development, performance management, and employee retention. A strong focus on Employer Branding and HR Business Partnering is essential to attract top technology talent, strengthen the organization's reputation as an employer of choice, and improve the overall employee experience.

Requirements

Key Responsibilities

• Strategic HR Business Partnering: Partner with technology leaders to understand business goals, identify workforce requirements, and develop HR strategies that support organizational growth and business performance.

• Employer Branding: Develop and execute employer branding initiatives that position the organization as an attractive workplace for technology professionals. Collaborate with recruitment and marketing teams to strengthen the employer value proposition and enhance talent attraction.

• Workforce Planning: Drive workforce planning, headcount forecasting, succession planning, and talent management initiatives to ensure the technology organization has the right capabilities to meet current and future business needs.

• Talent Management and Retention: Develop strategies to attract, engage, develop, and retain high-performing employees. Identify critical talent, address retention risks, and implement initiatives that improve employee satisfaction.

• Performance Management: Lead performance management processes, goal-setting frameworks, talent reviews, and career development initiatives to promote accountability and continuous improvement.

• Employee Engagement: Design and implement employee engagement initiatives, analyze feedback, and collaborate with business leaders to improve organizational culture, employee morale, and productivity.

• Leadership Development: Coach managers and technology leaders on people management, team effectiveness, conflict resolution, and leadership development.

• Employee Relations: Address employee concerns, manage workplace conflicts, and ensure fair and consistent application of HR policies and practices.

• HR Analytics: Use people metrics, engagement surveys, attrition trends, and workforce data to identify challenges and recommend actionable solutions.

• HR Policy and Compliance: Ensure HR practices comply with applicable employment laws, internal policies, and organizational standards.

Must-Have Skills

• Employer Branding

• HR Business Partnering

• Strategic Workforce Planning

• Talent Management and Employee Engagement

• Stakeholder Management and Leadership Advisory

• Performance Management and Organizational Development

Good-to-Have Skills

• HRBP experience supporting technology teams

• Succession Planning and Leadership Development

• HR Analytics and People Metrics

• Change Management and Organizational Effectiveness

• Employee Relations and Conflict Resolution

Experience and Qualifications

• 6–12 years of relevant experience in human resources, with substantial experience in HR business partnering.

• Proven experience partnering with technology teams and senior business stakeholders.

• Demonstrated expertise in employer branding, employee engagement, and talent retention.

• Strong communication, analytical, interpersonal, and problem-solving skills.

• Ability to influence stakeholders, manage competing priorities, and implement people strategies in a dynamic business environment.

• A bachelor's or master's degree in Human Resources, Business Administration, or a related discipline is preferred.