Director, India HRBP Lead
Role Overview
This is a senior leadership position within the HRBP organization, tasked with providing strategic advisory services to Business Unit (BU) leadership. The Director HRBP Leader will craft, execute, and drive the delivery of the BU’s People strategy, aligning closely with organizational goals and ensuring robust support across multiple HR functions.
Roles and Responsibilities
1. Strategic HR Partnership
Serve as a strategic advisor to BU and DB&T leadership, translating business strategy into actionable HR priorities across workforce planning, restructuring, talent strategy, succession planning, and promotion strategies.
Collaborate with business leadership to embed enterprise-wide people objectives within BU operations, fostering these as management norms.
Align closely with Centre’s of Excellence (COEs) and in-country HR operations to design and implement key HR programs that meet business objectives and regulatory requirements.
2. Organizational Design and Talent Strategy
Lead the organizational design process, including structure optimization and L4 hiring, to align talent with business needs.
Develop a comprehensive talent charter, focusing on leadership development and succession planning, to ensure a sustainable pipeline of high-performing talent.
Drive the adoption of Cognizant’s HR strategic plan by actively engaging business teams and ensuring alignment with the broader organizational mission.
3. Stakeholder and Relationship Management
Act as a liaison between the HR Function, Talent Partnering Group (TPG), and business units, synthesizing inputs from COEs and Shared Services to deliver HR insights and solutions.
Build strong relationships with key stakeholders and act as a partner to CTI leadership, integrating as an active member of leadership teams.
4. Compliance and Localization
Monitor legal requirements and oversee the adaptation of HR policies to meet country-specific regulations, collaborating with work councils as necessary.
Provide regular feedback on the impact of HR programs, especially in areas impacted by local talent markets, M&A integrations, and regulatory constraints.
5. Implementation of HR Programs and Change Management
Lead the implementation of new HR programs, policies, and technological changes within the BU.
Design and support effective change management strategies to support the BU through transformation and adoption of self-service HR models, improving service levels and operational efficiency.
6. Operational Excellence and Continuous Improvement
Champion best practices for recruiting, retaining, and developing global HR talent, including support for rotation and upskilling programs.
Evaluate and continuously refine processes to ensure efficiency and effectiveness, driving transformative initiatives and re-engineering for operational excellence.
Mandatory Capabilities / Skills / Experience
Experience: 16-20 years in HR, with a focus on HRBP roles within large, matrixed organizations.
Communication and Relationship Building: Strong written and oral communication skills, with a demonstrated ability to build and maintain relationships with key stakeholders.
Customer-Centric Mindset: Proactively understand BU goals, anticipate HR requirements, and develop solutions that address business needs.
Analytical Acumen: Strong analytical skills with the ability to draw meaningful inferences from data, apply insights to business decisions, and establish appropriate action plans.
Organizational Design and Talent Development: Proven ability to drive organizational design and develop leadership talent, ensuring alignment with business strategy.
Preferred Capabilities / Skills / Experience
Benchmarking Expertise: Familiarity with industry and organizational best practices, with experience in analysing and applying them within the HR function.
Transformational Leadership: Demonstrated capacity to lead transformative initiatives, with a commitment to re-engineering processes for continuous improvement and effective outcomes.