Job Description

About the role:

The HR Business Partner at PES India is an integral part of the HR function, responsible for implementing and continuously improving people strategies, programmes, and frameworks that align with the organisation’s business objectives and drive a high-performance, people-first culture. This role is the primary interface between the HR function and the business.

We are looking for a sharp, empathetic, and energetic HRBP to be the heartbeat of people experience at PES India. This is a senior, high-ownership role that sits at the centre of the action – working closely with business leaders, the ER Manager, HR Operations, and Pretium’s global HR teams to deliver a seamless and consistent employee experience for our 700+ employees.

What you will do at PES India:

HR Business Partnering & Workforce Planning

• Act as a strategic thought partner to BU leaders, helping them navigate workforce planning, org design, role structuring, team dynamics, and headcount decisions

• Run structured employee connects and skip-level meetings, and lead employee satisfaction surveys to identify concerns, actionable trends, and attrition risks

• Align HR initiatives with organisational goals – translate business priorities into people interventions that move the needle

• Maintain and update HR policies, the employee handbook, and internal procedures to ensure they remain current, compliance, and reflective of PES India’s culture

• Ensure the consistent and fair application of company policies and employment practices across all BUs

• Build deep relationships with stakeholders across functions – Talent Acquisition, Payroll, L&D – to deliver integrated HR solutions, facilitate inputs for leaves, payroll, and HR operations in collaboration with HR Ops

Onboarding & Employee Lifecycle

• Own a high-impact onboarding experience – from Day 1 to the 90-day mark 0 ensuring every new joiner feels welcomed, informed, and set up for success

• Hold weekly induction connects and collaborate with BU heads to ensure smooth role integration

• Partner with HR Ops on joining formalities, documentation, and background verification to ensure a seamless experience end-to-end

• Conduct structured exit interviews and synthesise findings to inform retention strategies, share insights with leadership regularly

Performance Management & Talent Development

• Drive the end-to-end performance management cycle – goal setting, mid-year conversations, annual appraisals, calibration, and manage PIP process, where needed

• Coach people managers on leadership, feedback, handling people practices such as performance issues and disciplinary actions, and resolving employee matters with consistency, fairness, and legal soundness

• Partner with BU leads to identify career-pathing opportunities and co-create succession plans for key roles

• Collaborate with L&D to map capability gaps and design targeted learning interventions, identify high-potential talent and ensure they are stretched, developed, and retained

Employee Engagement & Culture

• Design and execute a holistic employee engagement calendar – R&R programmes, townhalls, leadership connects, team-building initiatives, and milestone celebrations

• Champion company culture and lead programmes that promote employee wellbeing, retention, and organisational effectiveness

• Roll-out engagement survey and drive action plans based on survey analysis to co-create meaningful, business-relevant actions plans – and hold the organisation accountable to executing them

HRIS & People Analytics

• Partner with HR Ops to ensure HRIS data accuracy, integrity, and real-time updates across the employee lifecycle

• Use workforce data – attrition trends, headcount reports, engagement scores – to build people dashboards and deliver data-driven insights to leadership

• Identify opportunities to leverage HR systems and technology to enhance the efficiency and quality of HR programme delivery

Employee Relations – Escalation & Handoff

• Be the first point of contact for employee concerns – listen, document and escalate appropriately

• Proactively surface patterns or systematic issues spotted through employee connects or 1:1s to the ER Manager

• Ensure employees always feel supported and never left without a clear point of ownership for their concern

What we are looking for:

Must-have

• 10-12 years of progressive HR experience, with at least 4-5 years in a dedicated HRBP or People Advisory role

• Demonstrated experience designing and running employee connects at a meaningful scale

• Strong EQ and the ability to build genuine trust with employees across all levels – from new joiners to senior leaders

• Proven ability to partner with and influence leaders at all levels, comfortable advising on sensitive matters including performance, disciplinary actions, and exits

• Experience navigating the full performance management cycle, including sensitive conversations like PIPs and exit discussions

• Solid understanding of HR operations, Indian labour law basics, and compliance requirements

• Comfortable working with data – can derive actionable insights from engagement scores, attrition trends, employee feedback, and people dashboards

• Proficiency with HRIS platforms (Workday preferred), MS Office, and workflow tools

• Exceptional written and verbal communication skills – high quality report and presentation preparation

Good to have

• Prior experience in a mid-sized, fast-scaling GCC or shared services environment (500-1,000 employees)

• Exposure to engagement platforms such as Glint, Culture Amp, or similar tools

• HR certification – SHRM-CP/SCP, XLRI or equivalent

Education

• MBA/PGDM in HR from a reputed institution (strongly preferred)

• Bachelor’s degree in any discipline