Senior Specialist, HR

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    "ShortDescriptionStr": "The HR Business Partner (HRBP) role contributes to company performance by providing tactical and strategic consultation on HR strategies in support of business objectives. This is an individual contributor role requiring a strong blend of business acumen, analytical capability, executive maturity, and decisiveness. This position partners across different business units to provide value-added services to management and employees that align with business objectives of the organization and help Majesco attract, develop, and retain our talent to effectively compete in the market. The HRBP aims towards fostering a culture of continuous improvement; maintains an effective level of business acumen about the business unit's financial position, its business plans, its culture, and its competition.",
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    "ExternalDescriptionStr": "<div>\n <table>\n  <tbody>\n   <tr>\n    <td>\n     <p><strong>Essential Job Functions and Responsibilities</strong></p>\n     <ul>\n      <li>Act as a strategic thought partner for providing guidance on team effectiveness, talent planning, and organizational growth. &nbsp;Aligning people’s strategy with business goals and team-level initiatives to company-wide vision and anticipating future challenges, design proactive, data-informed strategies that support long-term business goals</li>\n      <li>Drive employee engagement and productivity through regular HR connects, new joiner integration, exit feedback analysis, team-building initiatives, and timely resolution of interpersonal issues.</li>\n      <li>Localize and execute workforce strategies including performance calibration, workforce planning, and org design changes, while equipping leaders with structured frameworks to manage people challenges independently.</li>\n      <li>Ensure effectiveness of Performance Management processes to build a culture of high performance by cascading OKR’s at all levels, effective performance feedback, merit-based promotions &amp; addressing employee grievances related to rating/compensation</li>\n      <li>Partners with the business understand the workforce plan and develop and implement effective recruiting and staffing strategies (in partnership with Talent Acquisition) to attract a diverse pool of candidates</li>\n      <li>Use HR data and analytics to provide insights on attrition, hiring, rewards &amp; recognition, promotions, and employee sentiment to senior leadership.</li>\n      <li>Support talent and leadership development by identifying capability gaps, enabling learning forums, facilitating micro-learning, and gathering upward and skip-level feedback.</li>\n      <li>Demonstrate understanding of AI technologies and their application in HR and business functions.&nbsp;&nbsp;Leverage AI tools to enhance productivity, decision-making, workforce planning, and employee experience.</li>\n      <li>Continuously review and improve HR policies by staying current with industry trends and best practices.</li>\n      <li>Act as a change agent by contributing to organization-wide transformation initiatives.</li>\n      <li>Ensure regulatory compliance with legal requirements pertinent to the day-to-day management of employees</li>\n     </ul>\n     <p>&nbsp;</p>\n     <p><strong>Desired Experience</strong></p>\n     <ul>\n      <li><strong>Experience &amp; Background</strong> - 9-11 years of relevant experience as a HR Business Partner preferably in Software/Tech Industry</li>\n      <li><strong>Strong communication &amp; storytelling</strong> – Articulates clear points of view, simplifies complex ideas, and presents practical, compelling solutions.</li>\n      <li><strong>Experience in scaling environments</strong> – Exposure to high-growth or fast-changing organizations preferred.</li>\n      <li><strong>Well-rounded HR expertise</strong> – Experience across organization development, employee relations, talent acquisition, learning &amp; development, and compensation.</li>\n      <li><strong>Strong business acumen</strong> – Deep understanding of the business, market dynamics, and competitive landscape.</li>\n      <li><strong>Change leadership</strong> – Effectively prepares, equips, and supports teams through change and transformation.</li>\n      <li><strong>Critical thinking</strong> – Breaks down complex problems and applies structured, independent thinking to resolve them.</li>\n      <li><strong>Sound decision-making</strong> – Makes timely, unbiased, and data-driven decisions.</li>\n      <li><strong>Analytical capability</strong> – Proficient in Excel for dashboards, reporting, and HR analytics.</li>\n      <li><strong>Strong planning &amp; execution</strong> – Demonstrates discipline, prioritization, metric orientation, and time management.</li>\n      <li><strong>Influencing &amp; negotiation</strong> – Resolves conflicts constructively and influences stakeholders to shape a strong organizational culture.</li>\n      <li><strong>Coaching &amp; counseling mindset</strong> – Develops people by unlocking potential and focusing on outcomes.</li>\n      <li><strong>Decisive leadership</strong> – Takes ownership, makes tough calls, and holds firm on decisions when required.</li>\n     </ul>\n     <p><strong>What We Value</strong></p>\n     <ul>\n      <li>Business-first HR mindset</li>\n      <li>Ownership without excuses</li>\n      <li>Analytical depth + human sensitivity</li>\n      <li>Bias for action</li>\n     </ul></td>\n   </tr>\n  </tbody>\n </table>\n</div>",
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