Strategic HR Partnership & Performance Boost
Budget: ₹100 – ₹400 INR
I need an experienced HR Business Partner to work side-by-side with our leadership team and translate people data into tangible performance gains. The remit spans employee relations, talent management, workforce planning and the analytics that tie them all together, so you will be offering both high-level strategic counsel and sleeves-rolled-up implementation.
Where we stand
Our policies are in place but inconsistent, our talent pipeline is thin, and the data we collect on engagement and productivity sits in spreadsheets nobody opens. The goal is to rebuild these pillars so that every HR initiative can be traced directly to stronger performance metrics at team and company level.
Scope of work
- Review current ER cases, policies and manager capability, then outline quick-win fixes.
- Map our existing workforce, forecast gaps and design a workforce plan aligned with growth targets.
- Design or refine talent management programmes (succession, development paths, high-potential identification) and roll them out.
- Build live dashboards that turn raw HR data into actionable insights leadership can absorb in minutes.
- Coach line managers and HR coordinators throughout delivery so improvements stick.
Acceptance criteria
1. Baseline and follow-up metrics clearly demonstrate performance uplifts (productivity, engagement, retention or other agreed KPIs).
2. Workforce plan includes head-count forecasts, skills gaps and cost implications for the next 12-18 months.
3. Talent programmes have launch materials, communication plan and success measures defined.
4. Analytics dashboard updates automatically and is usable by non-technical managers.
I’m offering open access to our HRIS, survey tools and finance reports, and you’ll have direct contact with the C-suite for decisions. If you have a track record turning HR strategy into measurable results and are comfortable moving between boardroom advice and hands-on delivery, I’d like to hear how you would approach the first 90 days.
Where we stand
Our policies are in place but inconsistent, our talent pipeline is thin, and the data we collect on engagement and productivity sits in spreadsheets nobody opens. The goal is to rebuild these pillars so that every HR initiative can be traced directly to stronger performance metrics at team and company level.
Scope of work
- Review current ER cases, policies and manager capability, then outline quick-win fixes.
- Map our existing workforce, forecast gaps and design a workforce plan aligned with growth targets.
- Design or refine talent management programmes (succession, development paths, high-potential identification) and roll them out.
- Build live dashboards that turn raw HR data into actionable insights leadership can absorb in minutes.
- Coach line managers and HR coordinators throughout delivery so improvements stick.
Acceptance criteria
1. Baseline and follow-up metrics clearly demonstrate performance uplifts (productivity, engagement, retention or other agreed KPIs).
2. Workforce plan includes head-count forecasts, skills gaps and cost implications for the next 12-18 months.
3. Talent programmes have launch materials, communication plan and success measures defined.
4. Analytics dashboard updates automatically and is usable by non-technical managers.
I’m offering open access to our HRIS, survey tools and finance reports, and you’ll have direct contact with the C-suite for decisions. If you have a track record turning HR strategy into measurable results and are comfortable moving between boardroom advice and hands-on delivery, I’d like to hear how you would approach the first 90 days.