Manager - People Success Partner

Why Globalization Excellence (GE) 

Zinnov’s Globalization Excellence (GE) practice helps enterprises build and scale Global Capability Centers (GCCs) end-to-end — from Design & Discovery to Build, Scale, and Run. 

In GE, you don’t work in silos. You: 

• Own complex, end-to-end client journeys 
• Work across GCC advisory, managed services, and BOT / outsourcing models 
• Influence leadership decisions that shape long-term talent and operating strategies 
• This is where strategy meets execution — and where talent plays a defining role.  

About the Role 

As HR Business Partner (HRBP), you will own end-to-end HR partnership across core people pillars — HR Operations, Compensation, Learning & Development, Talent Management, and Employer Branding — while acting as an employee champion and change agent. This role is designed for an experienced HR leader who can advise senior stakeholders with credibility, drive engagement and culture programs, strengthen performance and coaching rhythms, and use analytics to guide leadership decisions.

What You’ll Do  

HR Partnership & People Programs 

• Provide inputs and take accountability across key HR functions: HR Operations, Compensation, L&D, Talent Management, and Employer Branding.  
• Conceptualize and implement programs that improve engagement, performance, and the people experience.  

People Pulse, Engagement & Culture 

• Monitor employee pulse through mechanisms such as health checks, pulse surveys, and exit interviews. 
• Drive engagement initiatives and build strong connect with employees. 
• Advise leaders on reinforcing culture, community, and engagement; support recognition and communications. 
• Partner with business leaders on issue identification, action planning, and office engagement initiatives.  

Employee Relations & Policy Enablement 

• Oversee employee relations issues end-to-end including intake, investigations, conflict resolution sessions, and next steps. 
• Liaise across HR teams to support onboarding, orientation, POSH, people guidelines, and other employee processes. 
• Develop and communicate people guidelines, policies, and procedures with strong confidentiality and governance.  

Analytics, Compensation & Attrition Control 

• Create and analyze HR metrics regularly to enable stronger people decisions. 
• Assist in the annual compensation revision process; support pay plan and benefits program maintenance. 
• Drive analytics and insights on internal/external compensation trends and movements. 
• Implement attrition control measures and track effectiveness over time.  

Performance, Coaching & Learning Enablement 

• Partner with business leaders and performance management teams to validate performance inputs and promotion recommendations. 
• Support leadership sessions and communications on performance and promotions. 
• Act as a sounding board on coaching needs arising from planning and performance cycles; drive follow-ups for managers and junior team members a