Senior Vice President, HRBP Full Time NEW

About the Department

The Human Resources business unit enables TresVista’s people across departments to catalyze our clients’ impact. The department is responsible for recruitment, managing compensation and benefits, maximizing employee productivity and wellbeing, reviewing performance, enhancing employee lifecycle, and other aspects that affect the firm and its people.

The HR Business Partnering (HRBP) Department acts as the strategic link between business leaders and the HR function, aligning people strategy with organizational goals. It provides consultative support on workforce planning, talent management, organizational development, leadership effectiveness, and employee experience. By anticipating business needs and driving targeted HR interventions, the HRBP team enhances capability, supports transformation, improves engagement, and ensures a high‑performance culture across the organization.

About The Role

The Head of HRBP will serve as a strategic advisor, business enabler, and people leader responsible for driving the complete HRBP charter across the organization. This role is accountable for shaping the people agenda, enhancing organizational capability, and enabling business growth through effective talent strategy, employee experience, and change management. The ideal candidate brings deep experience across industries, exceptional stakeholder management skills, and the ability to build scalable HR programs, frameworks, and operating models.

Responsibilities

Strategic HR Leadership & Advisory

• Act as a trusted advisor and thought partner to senior business leaders, providing insights on people strategy,
• workforce planning, and organizational effectiveness
• Lead OD initiatives, including workforce design, capability building, and culture transformation
• Develop and implement retention strategies aligned with business goals
• Lead the organization’s attrition management strategy by identifying risk segments, designing targeted
• interventions, and partnering with business leaders to ensure proactive workforce stability
• Monitor early warning indicators such as flight‑risk profiles, exit trends, and engagement patterns to drive
• preventive action
• Partner with CXOs/leadership teams on change management initiatives to ensure smooth transitions and high adoption

Consultative Support & HRBP Excellence

• Lead the HRBP function with a consultative approach, ensuring consistent delivery of HR solutions, policies, and guidance across business units
• Drive HR governance, advisory, and resolution for complex people matters
• Provide coaching and support to line managers on leadership effectiveness and people management
• Guide managers on attrition‑related decisions and help design unit‑specific retention action plans
• Facilitate data‑driven discussions with leaders on turnover metrics, root causes, and corrective interventions

Rewards & Recognition

• Oversee the end-to-end Rewards & Recognition (R&R) strategy
• Leverage insights from J-curve analysis to guide compensation decisions and retention planning
• Partner with Compensation & Benefits teams to ensure competitive and equitable structures

Employee Experience & Culture

• Strengthen the employee experience lifecycle—from onboarding to exit—ensuring business alignment and high engagement
• Drive ownership for: ESAT action planning, NPS improvement, Attrition analytics & targeted interventions
• Manage attrition dashboards, trend reports, and pulse analytics to enable timely business insights
• Lead deep-dive studies on voluntary exits to identify systemic issues and ensure closure of action items
• Build a culture of inclusivity, belonging, and psychological safety in line with the organization’s DEI agenda

Programs, Events & Initiatives

• Design and deliver enterprise-level HR programs, leadership connects, engagement events, and employee initiatives
• Ensure seamless execution, communication, and adoption of HR programs across units

Employee Relations & Grievance Redressal

• Oversee employee relations, ensuring timely and fair handling of grievances and disciplinary matters
• Build frameworks that promote transparency, trust, and consistent decision-making
• Ensure compliance with employment laws and risk mitigation practices
• Address attrition‑related grievances and ensure timely closure of issues that could contribute to preventable exits

PMT Stakeholder Management

• Act as the HR owner for PMT stakeholder processes involving shortlisting, approvals, and workforce ticketing
• Ensure governance, audit-readiness, and timely closure of all PMT actions

Prerequisites

• Excellent stakeholder management and executive presence
• Expertise in change management, culture-building and strategic HR interventions
• High empathy, interpersonal skills and conflict resolution capability
• Champion of DEI, modern people practices and employee-centric design
• Proficiency in using data and analytics to set productivity and quality standards, assess delivery performance, and identify root cause issues

Experience

• 20+ years of HR experience with at least 8–10 years in a senior HRBP or equivalent leadership role
• Demonstrated experience influencing and partnering with executive leadership
• Experience driving scale in large, complex, or multi-location organizations

Education

• Graduate (PGDM or MBA Equivalent preferred)

Compensation

• The compensation structure will be as per industry standards