HR Business Partner Lead Full Time NEW

Function: Human Resources / Talent Management

Engagement Type: Build Operate Transfer (BOT)

Span of Control: 1,000+ Associates across BOT lifecycle

Location: Bengaluru

Role Level: Senior Manager

Employment Type: Full-Time – In office

Reporting To: BOT Program Director / VP – Human Resources

Job Summary

The Talent Management Lead for the Build Operate Transfer (BOT) program is a strategic and operational leadership role responsible for managing the end-to-end talent lifecycle across a large-scale workforce of 1,000+ associates. This role is integral to the successful transition of talent, culture, and organizational capability from the build phase through operations and into seamless client ownership at the transfer stage.

The incumbent will serve as the primary HR and talent business partner for the BOT program, collaborating closely with program leadership, client stakeholders, and cross-functional HR Centers of Excellence (CoEs) to ensure workforce readiness, retention, engagement, and compliance throughout the engagement lifecycle.

Core Skills

Talent Management, Workforce Planning, HR Business Partnering, Performance Management, Employee Engagement, Learning & Development, BOT Program Management, HR Analytics & Dashboards, Compliance & Governance

Roles & Responsibilities

Workforce Planning & Talent Acquisition

• Design and execute a comprehensive workforce ramp-up plan aligned with BOT milestones and client headcount forecasts.
• Partner with Talent Acquisition teams to drive large-scale lateral and fresher hiring across technology, operations, and support functions.
• Establish talent pipelines through campus hiring, re-skilling programs, and internal mobility to meet project demand.
• Develop role-to-skill matrices and ensure optimal role coverage during each BOT phase (Build, Operate, Transfer).

Onboarding & Associate Integration

• Design and oversee structured onboarding programs ensuring smooth assimilation of 1,000+ associates into the BOT program culture and client expectations.
• Establish mentoring, buddy systems, and 30-60-90-day integration plans to drive early productivity and engagement.
• Coordinate with L&D to deliver program-specific induction, tools training, and compliance orientation.

Performance Management

• Lead the design and implementation of a performance management framework tailored to BOT program objectives and SLA commitments.
• Drive goal setting, continuous feedback cycles, mid-year reviews, and annual appraisal processes.
• Work with program managers to identify high performers and manage performance improvement plans (PIPs) for associates not meeting thresholds.
• Anchor calibration sessions ensuring fair, consistent, and meritocratic assessments across the 1,000+ associate pool.

Employee Engagement & Retention

• Design and execute engagement calendars, pulse surveys, focus groups, and town halls to measure and improve associate experience.
• Develop targeted retention strategies for critical roles and high-potential talent, including stay interviews, career path discussions, and recognition programs.
• Analyze attrition trends and proactively implement countermeasures to maintain workforce stability throughout the BOT lifecycle.
• Serve as an escalation point for associate grievances and ensure timely, empathetic, and fair resolution.

Compensation & Benefits Governance

• Partner with Total Rewards CoE to ensure compensation structures are competitive and aligned to BOT program economics.
• Support off-cycle compensation reviews, referral bonuses, and retention payouts for critical talent.
• Ensure associate benefits enrolment, query resolution, and compliance with statutory requirements across locations.

Transfer Readiness & Transition Management

• Own the talent transfer blueprint, including documentation of associate profiles, competency assessments, and knowledge transfer records.
• Ensure all associates are client-ready with aligned employment agreements, client induction, and cultural onboarding plans.
• Manage HR due diligence during transfer phase, including statutory obligations, background verifications, and compliance signoffs.
• Act as the bridge between Cognizant HR policies and evolving client HR frameworks to ensure continuity of associate experience during transfer.

HR Operations & Compliance

• Oversee all HR operational processes for the BOT associate pool, including payroll inputs, leave management, background verifications, and exit formalities.
• Ensure strict adherence to labor laws, statutory compliances, and Cognizant’s Code of Business Ethics across all associate touchpoints.
• Maintain accurate workforce data in HRIS systems and generate program dashboards and metrics for leadership reviews.
• Liaise with legal and compliance teams on associate matters including disciplinary actions, investigations, and terminations.

Required Qualifications & Experience

Education

• MBA / PGDM in Human Resources from a premier institution (Tier 1 / Tier 2 preferred).
• Certifications such as SHRM-SCP, HRCI, or equivalent is a strong advantage.

Experience

• 15+ years of experience in Human Resources function
• 4+ years of progressive HR experience in talent management.
• Proven track record of managing HR for large-scale programs with 500+ associates.
• Prior experience in IT/ITeS/GCC/BOT/Managed Services environments strongly preferred.
• Experience in handling talent transitions, M&A integrations, or large-scale workforce transfers is a significant advantage.

Skills & Competencies

• Expertise across the full talent lifecycle: acquisition, onboarding, performance, L&D, engagement, and transition.
• Strong stakeholder management and executive communication skills — ability to influence C-suite and client leadership.
• Data-driven mindset with proficiency in HR analytics, workforce dashboards, and people metrics.
• Ability to navigate deftly within the organization and collaboratively work with various enabling functions.
• High emotional intelligence with the ability to navigate ambiguity in a fast-paced, matrixed environment.
• Strong understanding of Indian labor laws, statutory compliance, and HR governance frameworks.

About The Cognizant Bot Model

Cognizant’s Build Operate Transfer (BOT) model enables clients to establish offshore or nearshore captive capabilities with lower risk and faster ramp-up. Cognizant builds the team and infrastructure, operates it to full productivity, and then transfers a fully functional, stable, and client-aligned organization. The Talent Management Lead plays a pivotal role in making this transition seamless, with a particular focus on people continuity, capability transfer, and cultural alignment at every stage.

Cognizant is an Equal Opportunity Employer. We celebrate diversity and are committed to creating an inclusive environment for all associates.