AVP - HRBP

Role Context:

The AVP - HR Business Partner is a strategic partner to business leadership, responsible for aligning

people strategy with business objectives to drive performance, growth, and culture.

This role goes beyond traditional HR support to shape organizational effectiveness, build

leadership capability, enable workforce transformation, and drive a high-performance,

future-ready culture.

The AVP HRBP operates as a trusted advisor, challenger, and change leader, leveraging data,

insights, and modern HR practices to deliver measurable business outcomes.

Key Responsibilities

1. Strategic Business Partnership

• Partner with senior business leaders to co-create and execute people strategy aligned

with business goals

• Act as a thought partner on organizational design, workforce planning, and capability needs

• Translate business strategy into actionable HR interventions

2. Organizational Effectiveness & Design

• Drive org design, restructuring, and role clarity to enable agility and scale

• Diagnose organization health and implement solutions to improve productivity,

collaboration, and efficiency

• Support business transformation initiatives with people-centric change strategies

3. Talent & Leadership Development

• Build strong leadership pipelines and succession plans

• Coach leaders on:

o Performance management

o Team effectiveness

o Leadership behaviors

• Partner with L&D to enable capability building aligned to business needs

4. Performance & Culture Management

• Drive a high-performance culture through robust performance management practices

• Embed accountability, feedback, and continuous improvement

• Act as a custodian of culture, values, and employee experience

5. Workforce Planning & Skills Strategy

• Lead strategic workforce planning aligned to growth and future skills

• Identify skill gaps and partner to drive reskilling/upskilling initiatives

• Enable internal mobility and career pathing

6. Employee Experience & Engagement

• Monitor and enhance employee engagement and lifecycle experience

• Use data (surveys, attrition trends, feedback) to drive targeted actions

• Champion inclusion, well-being, and belonging initiatives

7. Data-Driven HR & Analytics

• Leverage HR analytics to provide insights, predict trends, and inform decision-making

• Track and report key HR metrics:

o Attrition

o Productivity

o Talent health

• Build a data-led HRBP capability

8. Change Management & Transformation

• Lead and support large-scale transformation initiatives

• Drive change adoption and stakeholder alignment

• Act as a change agent across the organization

9. Governance & Compliance

• Ensure adherence to HR policies, legal compliance, and risk management

• Maintain strong governance while enabling business agility

Expectations from the Role

• Operate as a strategic advisor, not a transactional HR partner

• Drive measurable business impact through people interventions

• Build deep business acumen and industry understanding

• Use data and insights to influence decisions and outcomes

• Balance employee advocacy with business priorities

• Actively shape future-ready workforce and culture

• Build credibility as a trusted partner to senior leadership