Human Resource Business Partner at STREAMVECTOR INC D B A SIGMOID ANALYTICS

Bengaluru, karnataka, India -

Full Time

Start Date

Immediate

Expiry Date

23 Jun, 26

Salary

0.0

Posted On

25 Mar, 26

Experience

10 year(s) or above

Remote Job

Yes

Telecommute

Yes

Sponsor Visa

Skills

Strategic HR Partnering, Workforce Planning, Org Design, Performance Management, Talent Management, Succession Planning, Employee Relations, Engagement Programs, Change Management, Internal Communication, Stakeholder Management, Data Analysis, Incentive Structures, Variable Pay Governance, HR Analytics, HRIS Platforms

Industry

Business Consulting and Services

Description

Job Snapshot Role HR Business Partner Location Bangalore (On-site) Experience 8 –15 years (total); core HRBP experience mandatory Education MBA in HR or equivalent Reports To Associate Director – HR Role Type Full-time | Individual Contributor Role Overview We are looking for a strategic and hands-on HR Business Partner to serve as the single point of contact for all people matters within a designated business unit – Business Operations (Sales, Marketing, Finance, HR, amongst others). You will partner closely with business leaders to drive people strategy, employee engagement, performance & talent management, retention in a fast-paced, high-growth environment. Key Responsibilities Strategic HR Partnering Act as the single point of contact (SPOC) for all HR matters for the assigned business unit. Partner with BU leadership to align people strategy with business objectives, workforce planning, and org design. Provide data-driven HR insights by analysing trends, attrition metrics, and engagement scores to recommend actionable interventions. Performance & Talent Management Drive end-to-end performance management including goal setting, reviews, calibration, and development plans to build a high-performance culture. Manage Sales-specific frameworks such as incentive structures, variable pay governance, and sales capability-building programs. Lead talent review, succession planning, and career pathing initiatives for the business unit. Employee Relations & Engagement Handle employee relations, grievance management, and disciplinary processes with timely and effective resolution. Design and execute employee engagement programs (1-on-1s, skip-levels, town halls, pulse surveys) to enhance satisfaction and morale. Build early-warning systems and Reward & Recognition programs to proactively minimize critical attrition. Change Management & Communication Lead change management initiatives ensuring smooth transitions and alignment with evolving business needs. Drive internal communication, employer branding, and policy education through creative, employee-friendly content. Qualification, Experience & Skill Sets Must-Have MBA in Human Resources or equivalent (full-time, from a reputed institute preferred). 8–15 years of total experience with a minimum of 5-8 years in a core HRBP role. Proven experience partnering with Sales / Finance teams – managing incentives, variable pay, and target-driven workforce dynamics. Strong expertise in performance management, employee relations, and engagement. Excellent stakeholder management, communication, and interpersonal skills. Comfort working independently in a fast-paced, high-growth tech/analytics environment. Good-to-Have Prior experience in data analytics, IT services, or SaaS companies of similar scale. Familiarity with HR analytics tools and HRIS platforms. Experience in high-growth startups or mid-size product/services firms. About Us Sigmoid is a leading provider of Data Analytics Services, specializing in serving clients in the F500/1000 space, globally. We empower these companies to unlock the full potential of their data, make data-driven decisions, and gain a competitive edge in the market. Our innovative solutions and dedicated team of experts have made us a trusted partner for our clients worldwide.

Responsibilities

The HR Business Partner will act as the single point of contact for all HR matters within the designated business unit, partnering with leadership to align people strategy with business objectives, workforce planning, and organizational design. Key duties include driving end-to-end performance management, talent review, succession planning, and managing employee relations and engagement programs.