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Razorpay, one of India's leading fintech companies, is seeking an Associate Manager, HR Business Partner to serve as the key people partner for a business function or department. You will own the complete people agenda for your span (200–400 employees across multiple levels), partnering closely with functional heads and leaders to translate business priorities into effective people interventions.
In this highly hands-on role, you will independently drive people initiatives while maintaining a broader organizational lens. Key responsibilities include:
• Own the people agenda end-to-end for your assigned span, driving priorities and conversations with partnership from the HRBP Lead.
• Develop deep business understanding and translate business requirements into relevant people interventions.
• Build meaningful relationships across all levels through regular employee connects, 1:1 conversations, and active engagement; surface concerns early and act on emerging themes.
• Drive organizational transformation, including change management, leadership transitions, restructuring, team build-outs, and workforce planning.
• Leverage people data to identify trends, hotspots, and risks; translate insights into clear recommendations for managers and leaders.
• Identify and independently drive people projects and interventions based on key themes within your function.
• Manage talent initiatives, including identifying critical and high-potential talent and partnering on relevant talent actions.
• Analyze attrition trends, identify red areas, and proactively flag high-risk cases; partner with leaders on retention interventions.
• Own Voice of Razors (eNPS) survey action planning, deep-dive into results, identify themes, and track progress.
• Drive employee engagement initiatives, including employee connects, townhalls, and other interventions that strengthen culture and connection.
• Analyze people metrics to identify trends, risks, and opportunities; provide data-driven recommendations.
• Serve as the key people point of contact for your span; build trusted relationships with employees, managers, and leaders.
• Partner on workforce planning aligned to business priorities and future capability requirements.
• Own AOP (Annual Operating Plan) management of employee costs for your span.
• Support organizational transformation by assessing people implications, identifying risks, and driving effective communication.
• Partner with managers on performance conversations, goal setting, employee development, and manager capability enablement.
• Drive effective adoption and implementation of HR policies, processes, and practices; identify opportunities to improve and simplify.
This role offers exposure to workforce planning, employee cost management, and the opportunity to directly shape talent, organizational effectiveness, engagement, and retention in a fast-growing, transforming fintech business.
REQUIREMENTS:
• 3–5 years of proven HRBP experience, preferably in a fast-paced, high-growth, or transformation-oriented environment.
• Experience independently partnering with and supporting 200–400 employees across multiple levels of seniority.
• Strong business acumen; understand that an HRBP is a business partner first and can connect people interventions to business outcomes.
• High ownership and bias for action; identify opportunities, take initiative, and move quickly from problem identification to action.
• Strong stakeholder management and influencing skills; comfortable partnering with senior stakeholders and driving outcomes without formal authority.
• Highly employee-centric; build genuine relationships, be approachable and trusted, and be comfortable working deeply on the ground with teams.
• Comfortable with ambiguity and change; thrive in evolving environments and navigate organizational transformation with agility.
• Strong analytical ability; analyze people data, identify trends and hotspots, diagnose underlying issues, and translate insights into practical recommendations.
• Comfortable handling sensitive employee situations, difficult conversations, conflict, and complex people challenges with sound judgment.
• Strong communication skills; clear, approachable, and adaptable communication style effective with employees, managers, and senior leadership.
• Experience across core HR domains including Talent Management, Attrition & Retention, Employee Engagement, Performance Management, Workforce Planning, Change Management, and HR Policies & Processes.
• Experience in employee cost/workforce AOP management is valuable.
