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HR Business Partner Job Description

This HR business partner (HRBP) job description defines a strategic HR role aligned to a business unit. It helps companies hiring an HRBP make clear that the role advises leaders on talent, organisation design and people decisions rather than running HR operations.

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[Company Logo][Company Name]

JOB DESCRIPTION – HR BUSINESS PARTNER

Job Title:: HR Business Partner (HRBP)
Department:: Human Resources
Reports To:: Head of HR / CHRO
Location:: [Work Location]
Employment Type:: Full-time, Permanent
Experience:: 7–12 years, including business-facing HR roles
Job Code:: [Reference Number]

About [Company Name]

[Company Name] is [one-line description of your business, products/services and team size]. Office address: [Company Address].

Job Summary

The HR Business Partner will act as strategic people advisor to the leadership of [Business Unit] at [Company Name], translating business goals into talent, organisation and culture actions, and ensuring HR programmes deliver measurable results for [Number] employees.

Key Responsibilities

Partner with business leaders on annual workforce and capability planning
Lead talent reviews, succession planning and high-potential identification
Advise on organisation design, spans and layers, and role clarity
Drive performance management calibration and reward decisions
Handle complex employee relations cases and investigations
Use people analytics to diagnose attrition, engagement and productivity issues
Coach managers on feedback, difficult conversations and team health
Lead change management for restructuring and new initiatives
Coordinate with talent acquisition, L&D, payroll and compliance teams
Track engagement survey actions to closure

Required Skills

Business and financial acumen
Influencing and coaching senior leaders
Employee relations and investigation skills
People analytics and dashboards
Change management

Qualifications & Experience

MBA / PGDM (HR) from a recognised institute
7–12 years in HR with at least 3 years in an HRBP role

Preferred Skills (Good to Have)

Experience in [Industry] business units
Coaching certification
Organisation development exposure

Key Performance Indicators (KPIs)

KPI	Target	Review Frequency
Regretted attrition in unit	Below [Percentage]%	Quarterly
Engagement score	+[Number] points year on year	Annually
Critical roles with ready successors	[Percentage]%	Half-yearly
Talent review completed	By [Date]	Annually

Salary Range

₹[Minimum CTC] – ₹[Maximum CTC] per annum (CTC), depending on experience and skills. Final offer will show the fixed and variable split and approximate in-hand salary.

Benefits

Provident Fund (EPF) and ESI as applicable, gratuity as per law
[Number] days of paid leave plus public holidays as per company policy
[Health insurance / group mediclaim cover]
Performance-linked variable pay

How to Apply

Send your CV and a one-page note on a people initiative that improved a business outcome. Send your application to [HR Email] with the subject line "Application – HR Business Partner – [Your Name]" or apply through [Application Link]. Last date to apply: [Date].

Prepared by
[HR Name]
Human Resources
Date: [Date]

Approved by
[Reporting Manager]
Human Resources
Date: [Date]

Download Word (.docx) — free

What this template includes

A job summary that explains why the hr business partner role exists and where it sits in Human Resources
10 role-specific responsibilities, starting with partner with business leaders on annual workforce and capability planning
Required skills such as business and financial acumen and influencing and coaching senior leaders, so screening criteria are clear
Qualifications and experience (7–12 years, including business-facing HR roles) stated up front to filter applications
A KPI table, e.g. regretted attrition in unit, that later becomes the appraisal yardstick
Salary range, benefits and how-to-apply sections with placeholders ready to fill

When to use it

Your business units have grown and need dedicated HR advisors
Moving from a centralised HR model to HRBP plus centres of expertise
Leadership wants people analytics in business reviews
Supporting a reorganisation or merger

How to customise this template

1Replace [Company Name], [Work Location] and the reporting line (Head of HR / CHRO) with your actual details
2Trim or reorder the responsibilities so the top three reflect what the hr business partner will spend most time on
3Name the business unit, its headcount and the leader the HRBP will partner with
4Fill in the salary range as annual CTC in ₹ and decide whether to show it publicly or only on request
5Set realistic targets in the KPI table with the hiring manager before the role goes live

HR tips

Show which operational tasks sit with shared services so the HRBP role is not diluted
Ask candidates for a case where they influenced a business decision with people data
Include engagement and regretted-attrition targets for the supported unit

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Frequently asked questions

What does an HR business partner do?+

An HRBP works with business leaders to align people strategy with business goals, covering workforce planning, talent reviews, organisation design, employee relations and change management.

How is HRBP different from HR manager?+

An HR manager often runs the HR function end-to-end, while an HRBP is embedded with a business unit as a strategic advisor and relies on HR operations teams for execution.

What skills does an HRBP need?+

Business acumen, coaching and influencing skills, people analytics, employee relations expertise and change management experience.

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