Senior Associate - HRBP

About Zinnov

Zinnov is a global management consulting firm that helps organizations make decisions that actually get used — and deliver results that matter. For over two decades, we’ve partnered with leading enterprises, high-growth technology companies, and investors to answer some of the toughest questions they face:

• Where should we invest?

• How do we scale globally?

• What capabilities will win in the next decade?

Our work shapes market entry strategies, global operating models, M&A decisions, and long-term growth bets. We’re known for being data-led, execution-focused, and outcome-driven — not opinion-heavy slideware.

At Zinnov, how you work matters as much as what you deliver. We value independent thinking, crisp communication, and early ownership. With 450+ professionals across 10 global offices, we work across industries including Digital Services, ER&D, Enterprise Software, Semiconductors, Healthcare, BFSI, Automotive, Media & Telecom, and Private Equity.

Zinnov isn’t for everyone. It’s for people who want steep learning curves, honest feedback, and the chance to see their work influence real business decisions — not just presentations.

Why Corporate Functions? 

Zinnov’s Corporate Functions teams power how the firm delivers at scale—building the internal engine behind high-growth, high-impact work. You’ll get:

• Hands-on ownership in running and scaling core operations (including Finance, Controls, Compliance, and Governance). 
• Exposure to end-to-end enablement models that strengthen operating engines, employee experience, and scalable processes. 
• A highly cross-functional environment with close collaboration across delivery/PMO and domain teams to drive consistent execution. 

About the Role 

As HR Business Partner (HRBP), you will partner with business leaders to drive strong people outcomes across the employee lifecycle — engagement, culture, performance, talent management, compensation support, and HR operations. This role is designed for a high-ownership HR leader who can diagnose people challenges, build practical interventions, and operate with strong confidentiality, responsiveness, and stakeholder maturity. 

You will be expected to balance strategic thinking with hands-on execution — using data, strong judgment, and structured communication to improve the employee experience and help leaders build high-performing teams. 

What You’ll Do 

Business Partnership & HR Ownership 

• Own HR partnership for assigned business units, providing inputs and accountability across HR operations, learning and development, talent management, employer branding, and compensation support. 
• Partner with leaders to identify people issues, shape action plans, and drive office / team engagement initiatives. 
• Reinforce and strengthen culture, community, and engagement through practical leader enablement. 

Employee Engagement, Culture & Employee Relations 

• Monitor the pulse of the organization using inputs from surveys, exit interviews, and other channels; translate insights into engagement programs that measurably improve the people experience. 
• Support recognition programs and internal communications that strengthen belonging and culture. 
• Oversee employee relations matters including intake, investigations, conflict resolution, and closure of next steps with appropriate documentation and discretion. 

Performance, Coaching & Learning Enablement 

• Partner with leaders and performance stakeholders to validate performance inputs, support promotion recommendations, and enable coaching interventions. 
• Support leadership sessions and communication around performance cycles and promotions. 
• Champion a culture of continuous feedback and high performance. 
• Work with business leaders to identify training needs; assess, apply, and monitor training programs and outcomes. 
• Provide direction on goal setting / KRAs and support effective execution of performance management systems. 

Compensation Support & Attrition Control 

• Assist in annual compensation revision processes; support pay plan and benefits administration inputs. 
• Drive analytics to surface compensation trends and insights (internal / external) for leadership decision-making. 
• Support attrition control measures through root-cause diagnosis and targeted retention interventions. 

HR Metrics, Governance & Process Excellence 

• Create and analyze HR metrics regularly to inform decisions and interventions. 
• Liaise across HR teams to support stakeholders on onboarding, orientation, people guidelines, and POSH-related support. 
• Develop, document, and communicate policies and procedures; ensure adherence and strong process hygiene. 
• Work with HR and corporate functions to maintain best practices that deliver shared outcomes and a strong employee experience. 
• Provide mentorship, coaching, and guidance to the broader HR team; act as a change management champion. 

What You Bring 

Qualifications & Experience 

• Bachelor’s degree required. 
• Master’s degree (HR / MBA or related) preferred. 
• 5+ years of HRBP or broad HR experience preferred, ideally in fast-paced, evolving environments. 

Key Skills 

• Strong stakeholder management with the ability to build credibility with senior leaders. 
• Excellent interpersonal, written, and verbal communication skills. 
• Strong HR compliance understanding and high confidentiality with sensitive data. 
• Strong analytical capability with comfort in HR metrics, dashboards, and insight-led action planning. 
• High responsiveness, customer-focus orientation, and strong organizational / planning discipline. 
• Strong problem-solving and mental agility; ability to operate under ambiguity. 

What Success Looks Like – Corporate Functions 

• Leaders trust the HRBP as a proactive partner — issues are surfaced early, structured action plans are executed, and outcomes are measurable. 
• Strong engagement and culture programs that improve pulse metrics and reduce friction points across the employee experience. 
• Performance cycles run smoothly — goals are clear, feedback loops are active, and coaching interventions are practical and timely. 
• Employee relations cases are handled with maturity, confidentiality, fairness, and closure discipline. 
• Clean, decision-ready people dashboards and analytics that leadership uses to drive actions. 
• Lower attrition risk through targeted interventions backed by data and strong stakeholder alignment. 

If you enjoy partnering with leaders to solve complex people challenges, driving culture and performance outcomes through data and programs, and operating with high ownership across the HR lifecycle — this role offers both impact and growth. 

Zinnov is an equal opportunity employer. We celebrate diversity and are committed to building an inclusive workplace. We welcome applications from individuals of all backgrounds, communities, and experiences.