Manager- HR Business Partner

Role Purpose

The Manager – HRBP (Pune) is the founding, full-spectrum HR Business Partner for BINDZ's new Pune site — the single point of contact for all things people-related as the site is built from the ground up — while also owning Rewards & Recognition as a company-wide program across Bangalore, Pune, and Hyderabad. Beyond the standard HRBP remit — strategic partnering, conflict resolution, people experience, team leadership, projects — the role also integrates a new workforce into CBIZ culture and provides oversight of local HR Operations (onboarding, documentation, compliance) until the site's rhythm stabilizes, without being expected to execute all of it personally.

This is an impact-first, employee-first role. You'll connect the dots between business, L&D, Talent Acquisition, HR Operations, and other functions; act as a trusted advisor — and occasional challenger — to managers and senior leaders alike; and bring empathy and compassion into every interaction without losing the courage to push back. You'll also be a reliable source of data, reporting, and insight for the rest of HR and for leadership. This is not a role for someone who wants a fixed playbook or prefers process over people — it rewards action, ownership, and genuine care for the employee experience, especially in a still-forming site.

Roles and Responsibilities

Strategic Business Partnering

• Operate as the complete HRBP for the Pune client group — the single point of contact for all things HR, and a go-to resource on things beyond the core HR remit too.
• Understand the client group's delivery model and business pressures well enough to flag people risks early, even in a small, still-forming team.
• Act as a trusted advisor to both frontline managers and senior leadership — ask the uncomfortable question and challenge the status quo, even as a new, still-establishing function locally.
• Connect the dots across business, L&D, Talent Acquisition, Performance Management, HR Operations, and other functions — proactively spot where these pieces aren't talking to each other and close the gap.
• Bring empathy and compassion to every interaction, balanced with the willingness to have hard conversations — this is an employee-first role.

People Experience & Impact

• Read engagement, attrition, and performance signals for a new site to diagnose root causes early — not just report symptoms — and design targeted interventions.
• Lead at least one measurable people-experience initiative with a clear before/after metric, adapted to a site still finding its footing.
• Partner with L&D and TA to proactively close capability and pipeline gaps.

Conflict Management & Resolution

• Handle grievances, conflicts, and terminations fairly, consistently, and in compliance with policy and labor law; know when to escalate.
• Maintain confidentiality and sound judgment on sensitive matters — compensation, PIPs, investigations.
• Build early trust and psychological safety so employees raise issues before they escalate.

Rewards & Recognition (Company-Wide Ownership)

• Design, own, and drive the Rewards & Recognition program — program design, nomination quality, adoption, and visibly linking recognition to business outcomes — company-wide across Bangalore, Pune, and Hyderabad, not just the local client group.
• Partner closely with the Performance Management owner (Bangalore) so recognition reinforces performance outcomes.
• Provide broader Employee Relations support as needed — case management, policy administration — beyond core conflict resolution (a valued, not mandatory, area of contribution).

Site Build & Culture Integration

• Serve as the primary go-to person for Pune employees navigating policies, processes, and “how things work” in the site's early months.
• Design and run the onboarding and integration experience so new hires feel genuinely connected to CBIZ culture and the larger BINDZ team from day one — not just their local site.
• Build the local HR operating rhythm — routines, escalation paths, and manager touchpoints — from scratch.

HR Operations Oversight

• Provide oversight and governance of HR Ops activity for the site — onboarding logistics, documentation, statutory and process compliance including Maharashtra-specific labor law nuances — ensuring everything is in order. This is oversight, not hands-on execution: the role is not expected to personally run all of HR Ops.
• Escalate and problem-solve when HR Ops execution (via the HR Ops team or vendors) isn't keeping pace, until the site's operating rhythm stabilizes.

Team Management

• No direct reports initially — this starts as an individual contributor role, right-sized to build credibility and impact first as the founding HR presence on-site.
• Future scope: may take on a direct report (e.g., an HRBP Associate/AM) as Pune's reporting structure evolves — potentially including functional oversight of the Hyderabad AM-HRBP.

Projects & Initiatives

• Get pulled into broader HR projects — including contributing to and improving HR processes and policies — alongside site responsibilities.
• Identify and drive automation of manual HR processes — build a technology-and-automation-first mindset into the role, using tools and systems to make work easier rather than defaulting to manual effort, so time is spent on real impact for stakeholders and employees, not busywork.
• Bring a hustler, risk-taking, action-oriented mindset — comfortable building something from nothing and adjusting fast based on what's working, without getting buried in process.

Data, Reporting & Insights

• Be a reliable data provider to other HR functions and to stakeholders and leadership — attrition, engagement, performance, and headcount data for the new site.
• Translate raw data into clear insights and recommendations, not just dashboards — particularly important while the site is still being read and understood.

Must Have Skills

• 10–12 years of progressive HR experience, with meaningful time working as an HR Business Partner.
• Demonstrated experience designing and executing HR projects/initiatives end-to-end — not just supporting them.
• Proven experience designing or leading a company-wide (not just team/location-level) Rewards & Recognition or Performance Management program — either is acceptable.
• Experience contributing to or improving HR processes and policies at an organizational level.
• Experience setting up a new site, team, or green-field HR function.
• Comfortable providing oversight and governance of HR Ops activities (onboarding, documentation, compliance) through others, without necessarily executing all of it hands-on personally.
• Conflict management & resolution — proven experience handling grievances, terminations, and performance issues fairly and compliantly. This is table stakes; getting it wrong creates legal exposure and erodes trust.
• Business acumen — demonstrated ability to understand a client group's P&L, delivery model, and pressures, and align HR interventions accordingly.
• Data literacy & reporting — comfortable reading attrition, engagement, and performance data, drawing accurate conclusions, and packaging insights for other HR functions and leadership.
• Compliance & policy fluency — working knowledge of labor law fundamentals (including Maharashtra-specific nuances) and clear judgment on when to escalate.
• Performance & talent process execution — has run goal-setting, calibration, or succession processes competently.
• Strong Excel and PowerPoint skills.

Core Competencies and Behavioral Traits

• High empathy and compassion, balanced with a genuine willingness to challenge the status quo.
• Trusted-advisor courage — can point to real instances of pushing back on a manager's or senior leader's decision in the employee's or organization's interest.
• Confidentiality & judgment — handles sensitive matters (compensation, PIPs, investigations) with discretion; a single breach destroys credibility permanently.
• Demonstrated ability to connect the dots across business, TA, L&D, Performance, and Operations — doesn't operate in an HR silo.
• Creative & resourceful problem-solving — brings fresh, unconventional ideas rather than defaulting to “how it's always been done.”
• Influence & persuasion — able to bring managers and senior leaders along without relying on formal authority.
• Technology & automation-first mindset — instinctively looks to solve problems through tools, systems, and automation rather than manual effort, freeing up time for real impact on stakeholders and employee experience rather than busywork.
• High risk tolerance and a hustler mentality — action-oriented, comfortable with ambiguity, willing to try, fail, and iterate quickly; not a fit for someone who wants to hide behind process

Good to Have Skills

• Experience managing or mentoring others — useful as the role may take on a direct report later.
• Employee Relations exposure beyond core conflict resolution — complements the Rewards & Recognition ownership above.
• Compensation & benefits query resolution experience.
• Macros and Power BI.
• Formal change management frameworks (ADKAR, Kotter).
• Executive coaching exposure with senior leaders.
• Org design capability — spans, layers, DARCI-style accountability mapping.
• M&A or integration experience.
• Cross-industry or cross-geography (GCC/multinational) fluency.
• Advanced or predictive people analytics beyond descriptive reporting.