HR Business Partner

Core Responsibilities

• Operate as an Independent Contributor and self-starter, taking end-to-end ownership of business partnering priorities for the function(s) you support. Proactively identify people-related opportunities and challenges and tactically drive them to closure.
• Develop a strong understanding of the business, its priorities, operating context, culture, and people challenges. Translate this understanding into effective people interventions, while driving the execution of strategic HR projects and identifying opportunities for future initiatives.
• Segment employees into relevant cohorts based on tenure, talent, performance, team, or other business dimensions. Conduct focused discussions to gather feedback, identify common themes, and partner with stakeholders to develop targeted action plans.
• Leverage insights from employee pulse surveys, offline feedback mechanisms, platform data, and employee conversations to understand employee sentiment and identify areas for improvement.
• Conduct exit interviews to understand reasons for attrition, explore potential retention opportunities, and systematically document insights to strengthen attrition analysis and prevention efforts.
• Utilize MIS, people analytics, data reporting, and visualization to generate meaningful insights that support business and people decisions. Maintain a high standard of data accuracy across systems and periodically review reports and employee data to ensure reliability.
• Lead and support initiatives that foster a healthy, collaborative, inclusive, and high-performing work environment within the Business Unit. Design and execute team-building and engagement interventions that strengthen team cohesion, collaboration, and morale.
• Ensure consistent implementation of HR policies, processes, and procedures in accordance with organizational guidelines and applicable legal requirements. Support employees and managers in navigating policies while ensuring appropriate governance and documentation.
• Promote ethical behavior and professional conduct across the organization. Stay informed about relevant global compliance, employment practices, and benefits requirements to support a compliant and ethical workplace.
• Partner with managers and HR stakeholders to address employee relations matters, including conflict resolution, performance concerns, disciplinary actions, grievances, and other sensitive employee situations, ensuring appropriate and timely resolution.

Cyclic (Quarterly/Half-yearly/Annually) Responsibilities

• Support employees and managers in understanding and navigating the Performance Management System (PMS), career development processes, and other people programs, ensuring alignment with the Whatfix Program Calendar. Partner with HRBPs and relevant COEs to implement initiatives across talent management, organizational development, employee engagement, and other people priorities.
• Own the Recognition & Rewards (R&R) process end-to-end for the supported business, from driving nominations and governance to coordinating recognition initiatives and R&R events.
• Support Compensation & Benefits (C&B) and People Operations requirements for the supported business, including compensation benchmarking and analysis, compensation review exercises, benefits-related data requirements, employee data audits, and other operational activities. Partner closely with relevant COEs and central teams to ensure timely and accurate execution.
• Contribute to central and cross-functional HR projects beyond the immediate Business Unit, as required. This may include workforce and headcount analysis, compensation or talent analytics, organizational data reviews, benchmarking exercises, HR process improvements, audits, and other ad-hoc analytical or operational requirements.
• Undertake data-driven deep dives and special projects based on evolving business or organizational needs. Work with multiple stakeholders to structure ambiguous problems, analyze relevant data, derive actionable insights, and support recommendations and execution.

What you should have

• 5+ years of solid HR/Business Partnering experience, preferably within a fast-paced, high-growth SaaS/technology organization.
• Strong understanding of core HR practices, with hands-on exposure to areas such as employee engagement, performance management, talent management, employee relations, people analytics, and HR operations.
• Strong analytical and problem-solving capabilities, with the ability to work with people data, identify trends, derive insights, and translate them into actionable recommendations.
• Strong research skills with a self-directed, proactive approach and the ability to structure and navigate ambiguity effectively.
• Ability to handle confidential and sensitive information with a high degree of discretion and judgment.
• Demonstrate the behaviors of a true team player and a guardian of the Whatfix culture, consistently role-modelling collaboration, ownership, integrity, and professionalism.

Perks & Benefits (India)

• Best-in-class medical insurance coverage
• Free lunch & dinner buffet
• Doorstep cab drop facility
• Education sponsorship
• Internal job transfer programs

Note:

• We strive to live and breathe our Cultural Principles and encourage employees to demonstrate some of these core values - Customer First; Empathy; Transparency; Fail Fast and scale Fast; No Hierarchies for Communication; Deep Dive and innovate; Trust, Do it as you own it.
• We are an equal opportunity employer and value diverse people because of and not in spite of the differences. We do not discriminate on the basis of race, religion, color, national origin, ethnicity, gender, sexual orientation, age, marital status, veteran status, or disability status.
• At Whatfix, we deeply value collaboration, innovation, and human connection. We believe that being together in the office five days a week fosters open communication, strengthens our sense of community, and accelerates innovation—ultimately helping us achieve our goals more effectively. At the same time, we recognize the importance of flexibility in balancing personal and professional priorities. To support this, we offer the option to work from home up to two days per month.
• In any situation that requires additional flexibility, we're open to considering exceptions on a case-by-case basis to ensure you're supported in managing both work and life seamlessly.