Key Responsibilities:
HR Business Partnering:
• Be the day-to-day HR point of contact for department heads — understand team structure, morale, and people at risk in each function.
• Advise managers on performance issues, team restructuring, and role changes before they become escalations, coaching them through difficult conversations.
• Bring a people-risk lens to business reviews: attrition signals, engagement dips, or capability gaps in a team, flagged proactively rather than after the fact.
Talent Management & Appraisals:
• Design and run the annual appraisal cycle end-to-end —timelines, manager calibration, documentation, and communication and collect employee feedback.
• Build a redesignation and promotion framework in coordination with department heads and the CEO’s Office.
• Own succession and internal mobility conversations for critical roles.
• Set clear, measurable individual and team goals each cycle and track progress against them through 1:1s and reviews.
• Act as the escalation point for employee grievances and interpersonal issues.
Employee Benefits:
• Convert existing employee benefits policy into actionable, delivered programs – health insurance improvements, tax saving initiatives, leave policies, perks — including vendor coordination and employee communication.
• Track utilization and cost of benefits programs and recommend adjustments.
Employee Pulse & Engagement:
• Run regular pulse checks / engagement surveys across the organization (a need explicitly raised by leadership) and translate findings into action plans with clear owners.
• Partner with Marketing & Communications for internal policy communications where relevant.
• Own statutory HR compliance end-to-end: PF, ESI, gratuity, POSH, labour law filings, and any state-specific registrations across BHIVE’s operating locations.
• Keep HR policies current with regulatory changes and ensure consistent application across teams.
Talent Acquisition Oversight:
• Provide oversight of the talent acquisition team — hiring plans, pipeline health, requisition tracking, and offer turnaround times.
• Set and monitor TA metrics (time-to-fill, offer-acceptance rate, source mix) and report these upward on a regular cadence.
Requirements:
• 10–14 years in HR, with generalist experience spanning compliance, talent acquisition, and talent management — prior to team–lead or HR manager-level ownership rather than pure specialist experience in one area.
• Demonstrated hands-on delivery of statutory compliance (PF/ESI/POSH/labour law) in an Indian multi-location setup.
• Experience running or closely supporting a full appraisal/performance cycle.
• Comfortable overseeing (not necessarily executing) a talent acquisition function — pipeline reviews, hiring manager coordination, metrics.
• Strong stakeholder management — this role sits close to the CEO’s Office and will coordinate across Finance, Sales, Projects, and External Relations leads.
• Nice to have: experience in co-working, real estate, or a fast-growing services business; exposure to HRMS/payroll tools (e.g., Keka, given BHIVE’s current HR system).
Collaboration and communication: Proactive monitoring and collaboration with team members and internal departments are necessary to guarantee seamless operations at the centre.
How the role Interact with other teams or Individuals: Ensure effective communication and coordination between different cross functional teams to align the people and culturefunction with overall business goals.
If you feel eligible and interested in applying, please fill the form which is a part of the pre-screening process – Assistant Vice President – People and Culture – Bangalore – Fill out form
