Hiring || HR Business Partner

About 2COMS Group

2COMS Group is a leading workforce solutions organization with over three decades of experience across recruitment, staffing, skill development, international mobility, and workforce transformation. With 25+ locations and multiple business verticals, 2COMS operates in a fast-paced, high-growth environment driven by performance, accountability, and people development.

Role Summary

The HR Business Partner (HRBP) will act as a strategic partner to business leaders and employees, ensuring effective people management, performance governance, employee engagement, and compliance. This role bridges business goals with HR strategy, driving productivity, retention, and organizational culture.

The HRBP is expected to move beyond transactional HR and function as a trusted advisor to leadership while being the first point of contact for employees.

Why This Role Matters

• Ensures fair, transparent, and structured performance management
• Drives employee engagement, retention, and productivity
• Acts as the custodian of culture and values
• Supports leaders in people decision-making
• Reduces attrition, escalations, and people-related risks

Key Responsibilities

1. Business Partnering

• Partner with business heads to understand manpower plans, productivity challenges, and people risks
• Translate business objectives into HR action plans
• Support leaders in workforce planning, role clarity, and team structuring

2. Performance Management & Appraisals

• Drive goal setting, mid-cycle reviews, and appraisal cycles
• Facilitate performance discussions between managers and employees
• Support PIP cases with clear documentation and follow-ups
• Ensure fairness, calibration, and adherence to performance policies

3. Employee Relations & Grievance Handling

• Act as the first-level grievance redressal authority
• Conduct grievance meetings, investigations, and resolution documentation
• Mediate conflicts between employees and managers
• Track grievance trends and recommend preventive actions

4. Employee Engagement & Culture

• Conduct regular employee connects, skip-level meetings, and pulse checks
• Execute engagement initiatives aligned to business realities
• Improve employee experience across lifecycle stages (onboarding to exit)

5. HR Operations & Compliance

• Ensure compliance with company policies, HR SOPs, and labor laws
• Maintain accurate employee records, documentation, and reports
• Support audits and statutory requirements in coordination with HR Ops

6. Talent Development & Capability Building

• Identify training needs from performance data and manager feedback
• Coordinate with L&D for training interventions
• Track post-training effectiveness and behavioral impact

7. Data, Reporting & Governance

• Maintain HR dashboards on attrition, grievances, performance, and engagement
• Share actionable insights with leadership
• Ensure timely and accurate HR MIS reporting

Key Stakeholders

• Business Heads & Managers
• Employees (all levels)
• Talent Acquisition, L&D, HR Operations
• Senior Leadership

Required Skills & Competencies

Must-Have

• Strong understanding of HRBP role in a business environment
• Excellent communication, listening, and conflict-resolution skills
• Ability to handle sensitive conversations with maturity
• Data-driven mindset with strong documentation discipline
• High ownership and accountability

Experience & Qualification

• 2–7 years of relevant HRBP / HR Generalist experience
• MBA / Master’s in HR or equivalent qualification
• Experience in staffing, recruitment, services, or high-growth organizations preferred