Human Resources Business Partner is responsible for designing, implementing, and optimising strategies related to succession planning, leadership development, career progression, and high-potential employee programs. This role ensures that the organisation has a future-ready workforce, strong leadership pipeline, and talent retention strategy aligned with the company’s growth trajectory and IPO preparations.

1. Talent Management & Succession Planning

• Develop and implement a Talent Management framework that identifies, nurtures, and retains high-potential employees (HiPos).
• Assist in succession planning for critical leadership roles to ensure business continuity post-IPO.
• Design career pathing models and individual development plans (IDPs) for key talent.
• Partner with business leaders to conduct talent reviews and performance calibrations.
  

2. Leadership & High-Potential (HiPo) Development Programs

• Support in designing and executing leadership development programs for mid-to-senior-level employees.
• Monitor and track HiPo employee progress, engagement, and retention rates.
• Organize leadership workshops, executive speaker sessions, and skill-building initiatives.

3. Performance Management & Career Development

• Work closely with L&D to implement a competency-based performance framework.
• Support in executing continuous performance feedback mechanisms (KPIs, 360-degree feedback, etc.).
• Align career development plans with business needs, employee aspirations, and IPO growth requirements.
• Track promotion readiness and internal mobility opportunities for key employees.

4. Employee Engagement & Retention

• Analyze attrition trends and engagement data to implement targeted talent retention initiatives.
• Support in creating employee recognition programs that drive motivation and performance.
• Ensure high-potential employees are engaged through customized learning and career development initiatives.

5. Data-Driven Talent Decisions & IPO Readiness

• Utilize HR analytics to assess talent risks, succession gaps, and future workforce needs.
• Prepare reports on workforce productivity & utilization, leadership bench strength, promotion trends, and talent investment ROI.
• Ensure talent management processes align with corporate governance, SEBI regulations, and IPO compliance requirements.