Deputy Director - Business Partnering

Strategic Business Partnership & Org Design

• Strategic Advisory: Partner with senior business leaders to understand their long-term growth objectives and translate them into actionable HR and talent strategies.
• Organizational Design: Evaluate and optimize team structures, spans of control, and workflows to ensure agility and efficiency across fast-evolving business models.
• Change Management: Lead workforce planning and transformation initiatives, ensuring smooth change management and alignment with enterprise goals.

Talent Management & Culture

• Performance Culture: Drive a high-performance culture by managing annual and mid-year performance reviews, feedback frameworks, and promotion cycles.
• Succession & Development: Own talent review and succession planning frameworks for critical business roles, identifying leadership gaps and building robust talent pipelines.
• Employee Engagement: Benchmark and enhance employee engagement and retention strategies tailored to the unique dynamics of commercial and tech-adjacent business teams.

Data Analytics & Capability Building

• Data-Driven Insights: Leverage workforce analytics and data to identify trends in attrition, headcount velocity, and organizational health to make proactive talent decisions.
• Cross-Functional Collaboration: Partner with Talent Acquisition to define strategic hiring profiles for niche positions and collaborate with the L&D team to address capability gaps.

Employee Relations

• Risk Mitigation: Manage complex employee relations matters with maturity and discretion, ensuring adherence to internal governance standards and employment compliance.
• Policy Input: Provide business-specific feedback to the central HR team to assist in the formulation and iteration of company-wide HR policies.

Key Competencies

• Business Acumen: A solid understanding of e-commerce, retail, or ad-tech dynamics, along with the ability to tie business metrics to talent outcomes is an added advantage.