Perennial Systems
Senior HR Business Partner
- Compensation
- Not disclosed
- Location
- Pune
- Work setup
- Not specified
- Seniority
- Senior
- Employment
- Not specified
- Experience
- 6+ years
- Category
- Hr
- Posted
Skills
Must have
- You possess 6+ years of progressive HR experience working in an IT/technology environment.
- Comfort with ambiguity; you take initiative, solve problems, and move work forward without waiting for instructions.
- Strong emotional intelligence: you listen actively, understand different perspectives, and build trust so employees feel safe approaching you.
- High accountability: you own your responsibilities and deliver outcomes with minimal supervision.
- Collaborative nature: you work effectively across teams and build constructive relationships with business stakeholders.
- Ability to balance people-first thinking with business priorities, making fair and well-informed decisions when difficult calls are needed.
- Well-versed in HR systems, tools, and analytics, with experience in platforms such as Keka, Darwinbox, Zoho People, or similar systems.
- Comfortable using generative AI tools and digital solutions for appropriate HR tasks, process improvement, and productivity, with attention to confidentiality, accuracy, and human review.
- Strong communication, negotiation, influencing, and interpersonal skills.
Full description
As an HR Business Partner (HRBP), you will work closely with business leaders to align people strategy with business goals. You will act as a strategic advisor, employee champion, and change agent, driving key initiatives in performance, culture, employee engagement, and talent development. You will also use HR technology, practical AI tools, and people analytics to improve HR effectiveness and support informed, data-driven decisions.
The core responsibilities for the job include the following:
Hiring Support:
- Participate in interviews for critical roles and help ensure hiring decisions align with culture, values, and business requirements.
- Partner with business leaders and talent acquisition to understand upcoming workforce needs and flag critical capability gaps.
Onboarding and Integration:
- Ensure smooth onboarding experiences, from Day 0 to the first 90 days.
- Help new hires integrate with their teams and understand expectations clearly.
Career Progression and Internal Mobility:
- Support performance goal setting, feedback cycles, and regular check-ins.
- Identify development needs and facilitate learning opportunities through internal or external programs.
- Identify and nurture high-potential talent within teams.
- Work with managers on career pathways, growth plans, and succession planning.
Engagement and Culture Building:
- Drive engagement initiatives that resonate with employees, including team rituals, offsites, and one-on-one check-ins.
- Track sentiment, pulse surveys, and engagement scores, and act on insights meaningfully.
Rewards and Recognition:
- Ensure fair, transparent recognition and reward mechanisms, both formal and informal.
- Collaborate with leadership to build a high-performance and appreciation-driven culture.
Conflict Resolution and Employee Relations:
- Act as a neutral and trusted mediator in resolving conflicts and grievances.
- Ensure fairness, consistency, and confidentiality when handling sensitive issues.
Exit and Alumni Management:
- Run meaningful exit interviews to gather honest feedback and close the loop on recurring themes.
- Track attrition trends, identify red flags, and help build stronger retention strategies.
- Maintain goodwill with alumni; our brand continues with them, too.
Compliance and Policy Guidance:
- Ensure adherence to HR policies, applicable legal requirements, and ethical practices.
- Educate managers and employees on HR policies and best practices.