Manager - People Business Partner

Job Title: People Business Partner (Individual Contributor)

Role Band: VI (Manager)

Location: Bengaluru

Reporting to: Sr. Manager, People Business Partner

Purpose of the Role

A People Business Partner (Manager – Band VI) serves as a strategic advisor and thought partner to senior business leaders, driving the end-to-end people strategy for their function. The role plays a critical part in establishing ABI as a great place to work. With the focus on improving HR processes and executing strategies for the growth and development of our people, this role will be responsible for partnering with the business to understand and resolve complex issues related to our people.

The incumbent will be responsible for delivering projects defined by the People Director and People Senior Managers at GHQ India. Operating as an individual contributor, this role requires independent ownership, strong business acumen, and the ability to influence without authority, while delivering measurable business and talent outcomes

Key Responsibilities & Accountabilities

Strategic Business Partnership & Stakeholder Management

• Own and drive the people strategy for assigned business units within GCC India, ensuring alignment with overall business goals and talent priorities.
• Partner closely with senior leadership and functional heads to diagnose organizational needs and co-create solutions that enhance capability and performance.
• Act as a trusted advisor, influencing decision-making through deep insights, forward-looking analysis, and strong business understanding.

Employee Experience & Engagement

• Champion initiatives that enhance employee engagement, retention, and overall experience, leveraging data-driven insights.
• Actively shape a culture rooted in meritocracy, diversity, equity & inclusion, embedding these principles into the employee lifecycle.
• Lead targeted interventions to strengthen employee listening mechanisms and translate feedback into actionable outcomes.

Employee Relations & Risk Management

• Proactively manage and resolve complex, high-impact employee relations cases, balancing business needs with fairness and compliance.
• Ensure adherence to HR policies, labor laws, and governance frameworks, mitigating organizational risk.
• Provide expert guidance to business leaders on sensitive people matters, including conflict resolution and disciplinary actions.

Coaching, Advisory & Leadership Enablement

• Coach and enable managers to build strong people leadership capabilities, including performance management, team effectiveness, and talent development.
• Provide structured guidance and frameworks to improve managerial decision-making and people outcomes.
• Act as a change catalyst, supporting leaders through organizational transformations and change initiatives.
• Identify training needs, nominations of employees in training programs in alignment with the leadership and feedback to Learning & Development team

Data-Driven Decision Making

• Leverage people analytics, metrics, and insights to inform strategic decision-making and proactively address trends.
• Monitor workforce indicators (attrition, engagement, diversity, productivity) and recommend targeted interventions.
• Drive accountability by linking people metrics to business performance outcomes.

Collaboration with Centers of Excellence (COEs)

• People Continuity: Align hiring and capability-building with business priorities in partnership with TA and L&D.
• Business Integration: Influence COE priorities with insights to deliver seamless, data-driven people solutions.

Qualifications, Experience & Skills

Education & Experience

• MBA or equivalent postgraduate degree in HR or related field from a premium MBA Institute.
• 4–9 years of progressive HR experience, with significant exposure to HR Business Partnering roles in complex, fast-paced, global environments.

Core Competencies (Mandatory Skills)

• Strategic HR Business Partnering (Expert): Applies HR strategy in complex business situations, independently influencing outcomes and guiding leaders.
• Employee Relations & Risk Management (Expert): Handles high-stakes ER cases independently and provides guidance on complex compliance matters.
• Talent & Organizational Development (Advanced): Designs and implements talent and capability interventions independently with consistent impact.
• Stakeholder Influence & Executive Communication (Expert): Engages and influences senior stakeholders in complex scenarios with strong executive presence.
• Data & Insights Orientation (Advanced): Applies analytics to varied situations independently, deriving consistent, actionable insights.
• Ownership & Independent Delivery (Expert): Drives end-to-end execution in complex environments while setting standards for others.

Preferred / Good-to-Have Skills

• Change Management & Transformation (Advanced): Independently drives change initiatives across different business scenarios.
• Project & Program Management (Advanced): Manages cross-functional programs independently with consistent delivery.
• Organizational Design & Workforce Planning (Intermediate): Applies structured approaches in routine workforce planning scenarios with minimal support.
• Coaching & Leadership Development (Advanced): Coaches managers independently to build leadership capability and effectiveness.
• Digital HR & Automation (Intermediate): Uses HR tech and tools in routine scenarios with minimal guidance.

And above all of this, an undying love for beer!

We dream big to create future with more cheers.