HR Business Partner (IT) will act as a strategic HR advisor to the Technology function, partnering closely with IT leadership to drive organizational effectiveness, talent strategy, and people-centric solutions.

This role is responsible for building a high-performance culture, managing workforce planning, enhancing employee experience, and aligning HR initiatives with the organization's digital and technology goals.

Serve as a trusted advisor to IT leadership, providing insights on talent, structure, and workforce strategy.

Translate business objectives into HR strategies that drive performance and productivity.

Support organizational transformation initiatives, including digital acceleration, agile adoption, and capability building.

Lead workforce planning for all IT verticals: development, infrastructure, cloud, security, data, architecture, etc.

Drive talent reviews, succession planning, and leadership development for critical roles.

Partner with TA teams to ensure timely hiring and strong pipeline of niche IT talent.

Own end-to-end employee experience for IT employees—from onboarding to exit.

Develop programs to strengthen employee engagement, culture building, and retention.

Drive action planning based on employee feedback, pulse surveys, and engagement metrics.

Guide IT managers through goal-setting, performance evaluations, and capability assessments.

Identify high-performers and support rewards recommendations aligned with business impact.

Support creation of role-specific career paths for technical and managerial tracks.

Ensure adherence to labor laws, company policies, and global HR standards.

Monitor key HR metrics (attrition, productivity, engagement, time-to-fill) and drive corrective actions.

Work with HR CoEs (Comp & Ben, L&D, Talent Acquisition, HR Operations) to implement HR programs.

Lead change initiatives within IT including restructuring, new operating models, and culture programs.

Facilitate leadership workshops, team-building activities, and organizational health assessments.

Strategic thinking & business acumen, Strong stakeholder management, Ability to work with technical teams and leadership, Data-driven HR decision-making, Problem solving & conflict resolution, Excellent communication and collaboration skills and Comfortable with fast-paced, dynamic environments.

Improved retention and employee engagement scores in IT, Strong succession and talent pipeline for critical tech roles, Reduced hiring cycle time and better quality-of-hire, High leadership satisfaction with HR partnership and Smooth execution of change and transformation initiatives.