Senior Human Resources Business Partner

Objective

The Senior HR Business Partner (Senior HRBP) is a strategic advisor and governance steward, partnering with senior business leaders to drive people strategy, policy adherence, and sustainable organizational performance. The role requires deep understanding of HR policies, compensation frameworks, and labor compliance, combined with strong stakeholder management and influencing skills in a complex, matrixed organization.

Qualifications & Experience

15 years of progressive HR experience, with strong exposure as an HR Business Partner in a matrixed organization. Bachelor's in Engineering and Master’s Degree in Human Resources, Business Administration, or related discipline Demonstrated experience in: HR policy governance and interpretation Compensation and benefits advisory, Senior stakeholder management and influence Strong knowledge of labor laws and HR compliance.

Key Responsibilities

Serve as a trusted advisor to senior leaders, balancing business priorities with HR governance, risk management, and employee experience. Support Engie Business growth Be a trusted interface with global and India Influence and coach leadership on people decisions, organizational effectiveness, and policy adherence. Lead policy creation, implementation, communication, and change management across the organization. Identify policy gaps and risks, recommending enhancements aligned with business strategy and regulatory requirements. Act as the escalation point for complex employee relations and sensitive policy interpretation matters. Partner with Rewards and business functions to support parity, organizational growth, retention trade‑offs, and critical talent decisions. Support workforce planning and cost optimization through data‑driven people insights. Drive and coach leaders on performance management, talent decisions, and succession planning. Ensure consistent and disciplined application of talent and performance policies across the organization Manage complex employee relations cases, including disciplinary actions, grievances, investigations, and exits, with high professionalism and confidentiality. Ensure compliance with local labor laws and internal policies while balancing business realities. Proactively assess people-related risks and advise leadership on mitigation strategies. Support organizational design, restructuring, and transformation initiatives with strong governance and people risk assessment. Leverage HR analytics

Other Responsibilities:

Drive Employee Engagement Drive Rewards and Recognition Special projects related to Engie Growth

Key Competencies

Strong business acumen with a governance mindset Deep understanding of compensation principles and HR policies Excellent stakeholder management and influencing skills Ability to balance employee advocacy with business priorities High emotional intelligence and executive presence Analytical, data-driven decision-making capability