Senior Manager HR Business Partner | South India HRBP | Hospitality

About the Opportunity

Our client is a leading and professionally managed organization with a significant presence across commercial and premium assets in India. As part of its continued growth and expansion of the South India business portfolio, the organization is looking to appoint a Senior Manager HR Business Partner based in Chennai.

The role will be responsible for independently leading the HR Business Partnering agenda for the South India portfolio, working closely with business leadership and functional stakeholders across Chennai, Hyderabad and other relevant locations.

The organization is looking for a mature, self-driven and commercially oriented HR professional who can operate independently, understand business priorities, and translate them into effective people strategies.

ROLE OVERVIEW The incumbent will act as the Strategic HR Business Partner for the South India portfolio, partnering with senior business leaders to drive the complete people agenda.

The role will involve

Strategic HR Business Partnering

Workforce Planning

Organization Design

Talent Management

Succession Planning

Performance Management

Employee Engagement

Employee Relations

Leadership Development

Retention

Change Management

HR Analytics

Culture Building

The individual will be expected to operate with a high degree of autonomy, taking ownership of the South portfolio rather than functioning purely as an HR execution resource.

KEY RESPONSIBILITIES

Strategic HR Business Partnering

Act as the primary HR Business Partner for the South India business portfolio.

Partner closely with Business Heads, Functional Heads and senior leadership to understand business priorities and translate them into people strategies.

Provide independent HR advisory support to business leadership on organizational and people-related matters.

Build strong credibility with senior stakeholders and act as a trusted HR advisor.

Ensure HR interventions are aligned with business objectives, growth plans and operational priorities.

South India Portfolio Ownership

Independently manage the HR agenda across the South India portfolio.

Partner with stakeholders across Chennai and Hyderabad, with regular travel to Hyderabad.

Understand location-specific business challenges and develop appropriate HR interventions.

Ensure consistency in HR policies, processes and employee experience across locations.

Establish strong relationships with business leadership and employees across the portfolio.

Workforce Planning & Organization Design

Drive annual and long-term workforce planning in partnership with business leaders.

Assess manpower requirements based on business growth, productivity and operational requirements.

Support organization design, restructuring and role rationalization initiatives.

Review manpower costs and provide insights to leadership for effective workforce decisions.

Ensure the organization has the right talent and capabilities to support business growth.

Talent Management & Succession Planning

Lead talent review processes for critical business functions.

Identify high-potential and critical talent.

Develop succession plans for key positions.

Partner with leaders on career development and individual development plans.

Build a sustainable leadership pipeline for the South business.

Performance Management

Drive the complete performance management cycle across the portfolio.

Partner with managers on goal setting, performance reviews and calibration.

Support leadership in managing underperformance through structured interventions.

Ensure performance management is aligned with business objectives.

Drive a high-performance culture across the organization.

Employee Engagement & Retention

Develop and implement employee engagement initiatives based on business and employee needs.

Conduct employee connects, leadership interactions and engagement forums.

Analyze employee feedback and engagement data and develop action plans.

Identify key retention risks and implement proactive interventions.

Strengthen employee experience and organizational culture.

Employee Relations .