Senior Manager, HRBP Operations & Engineering

The job responsibilities outlined in this document are not exhaustive and may evolve over time and be reviewed according to business needs.

ROLE DESCRIPTION SUMMARY

The Senior Manager, HR Business Partner (HRBP) for Operations & Engineering plays a critical role in executing the organization’s people strategy by partnering closely with leaders, managers, and employees across the Operations & Engineering function.

Acting as a trusted advisor, the Senior Manager HRBP aligns business priorities with people solutions, helping leaders drive organizational effectiveness, workforce planning, employee engagement, talent development, and change initiatives. The role contributes to the delivery of a positive employee experience throughout the employee lifecycle while ensuring compliance with employment legislation and company policies.

Working collaboratively with HR Centers of Expertise (COEs), HR Operations, and other HR Business Partners, the Senior Manager HRBP supports the implementation of global HR programs and processes, enabling business growth, organizational effectiveness, and a high-performance culture across Operations & Engineering.

PRIMARY RESPONSIBILITIES / KEY RESULTS AREAS

Strategic Business Partnership

• Build strong relationships with leaders and managers across Operations & Engineering, serving as a trusted advisor on people-related matters.
• Align HR initiatives with business objectives and support leaders in executing organizational priorities.
• Provide guidance on organization design, workforce planning, talent management, and employee development strategies.

Employee Engagement & Employee Experience

• Drive initiatives that enhance employee engagement, retention, productivity, and overall employee experience. Support managers in creating an inclusive, high-performing, and collaborative work environment.

Talent Management & Organizational Development

• Support annual people processes including performance management, talent reviews, succession planning, and development planning.
• Partner with leaders to identify critical talent needs and recommend development and retention strategies. Facilitate career development discussions and promote learning opportunities across the organization.

HR Program Implementation

• Execute HR programs and initiatives across the employee lifecycle, including onboarding, performance management, promotions, mobility, and offboarding in partnership with HR Operations.
• Ensure consistent application of HR policies, procedures, and best practices.
• Support organizational transformation and change management initiatives.

Employee Relations & Compliance

• Manage employee relations matters including investigations, conflict resolution, disciplinary actions, and performance concerns.
• Ensure compliance with local labor laws, internal policies, and regulatory requirements. Partner with Legal, Employee Relations specialists, and external counsel when required.
• Support social dialogue activities and employee representative interactions where applicable.

Collaboration & Continuous Improvement

• Partner closely with HR Centers of Expertise, HR Operations, Rewards, Talent Management, and Learning teams to deliver integrated HR solutions. Analyse workforce trends and people metrics to identify opportunities and recommend actions. Contribute to continuous improvement initiatives that simplify processes and enhance HR service delivery.

Culture & Change Management

• Champion company values and cultural initiatives across Operations & Engineering.
• Support leaders through organizational change, restructuring, and transformation activities. 
• Communicate HR programs and business initiatives effectively to stakeholders and employees.

QUALIFICATIONS & EXPERIENCE

Educational Credentials: A foundational requirement is a Bachelor’s degree in fields such as Human Resources, Business Administration, or other relevant disciplines. Advanced qualifications like a Master’s degree or professional HR certifications are considered beneficial.

Professional Background:

• Possess at least 10-12 years of extensive experience in HR roles, highlighting strategic partnerships within HR, preferably in technical areas.
• Demonstrated success in spearheading intricate HR initiatives and projects across global or multi-regional platforms.
  
  

Leadership / Influence Capabilities:

• Proven aptitude for influencing and collaborating with senior leaders, spanning diverse functions and geographical locations.
• Strong business acumen in Technology areas.

Strategic and Analytical Skills:

• Ability to conceptualize and implement strategic HR plans linked to business objectives.
• Excellent analytical capabilities, adopting a data-driven approach to resolve issues and make decisions.
  
  

Communication and Interpersonal Skills:

• Strong ability to convey complex ideas succinctly and clearly, both verbally and in writing.
• Ability to build trust and foster collaborative working relationships.

Cultural Sensitivity and Adaptability:

• Experience in multicultural settings, with a keen awareness of cultural nuances and adaptability in HR practices.
• Special knowledge about Indian culture and practices
  
  

OTHER KEY REQUIREMENTS / COMMENTS

Technological Proficiency:

• Proficiency with HRIS platforms such as SuccessFactors, SAP, Workday, or equivalent systems.
• Strong Microsoft Office skills, particularly Excel, PowerPoint, and Word.
• Experience working with reporting and analytics tools such as Power BI is an advantage.

Fluent in English. FR/DE would be considered a plus.