HR Business Partner Tech Hub
HRS AS A COMPANY
HRS, a pioneer in business travel, aims to elevate every stay through innovative technology. With over 50 years of experience, their digital platform, driven by ProcureTech, TravelTech, and FinTech, transforms how companies and travelers Stay, Work, and Pay.
ProcureTech digitally revolutionizes lodging procurement, connecting corporations and suppliers in a cutting-edge ecosystem. This enables seamless efficiency and automation, surpassing travelers' expectations.
TravelTech redefines the online lodging experience, offering personalized content from selection to check-in, ensuring an unparalleled journey for corporate travelers.
In FinTech, HRS introduces advancements like mobile banking and digital payments, turning corporate back offices into touchless lodging enablers, eliminating legacy cost barriers. The innovative 2-click book-to-pay feature streamlines interactions for travelers and hoteliers.
Combining these technology propositions, HRS unlocks exponential catalyst effects. Their data-driven focus delivers value-added services and high-return network effects, creating substantial customer value.
HRS's exponential growth since 1972 serves over 35% of the global Fortune 500 and leading hotel chains.
Join HRS to shape the future of business travel, empowered by a culture of growth and setting new industry standards worldwide.
BUSINESS UNIT
At HRS, People Solutions enables the Enterprise Solutions Business Unit by aligning workforce strategy with industry-specific verticals. This approach ensures our teams develop deep industry expertise while supporting talent acquisition, development, and retention across the full employee lifecycle. By combining People Solutions excellence with vertical knowledge, we empower our employees to learn faster, collaborate effectively, and grow in line with HRS’s strategic priorities.
POSITION
The HR Business Partner (HRBP) acts as a trusted advisor to business leadership, shaping and delivering people strategies that drive business transformation and growth. This role bridges strategy with execution aligning talent, organizational design, leadership capability, and workforce planning to enable business excellence regionally.
CHALLENGE
- Design and consult on workforce architecture including structure, role clarity, and capability alignment.
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Lead strategic people initiatives across performance, culture, and total rewards.
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Partner with regional HR teams to ensure alignment and activation of global initiatives.
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Provide insights through people analytics and metrics to shape data-informed HR decisions.
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Enable and drive leadership development, change readiness, and transformation success across business units.
FOR THIS EXCITING MISSION YOU ARE EQUIPPED WITH...
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Business Partnership: Deep understanding of the business model, competitive environment, and market pressures to proactively shape people strategy.
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Talent Development: Skilled in workforce planning, succession strategy, and capability building across leadership levels.
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OD & Effectiveness: Experienced in assessing and designing organizational structures for performance, scale, and agility.
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Influence & Advisory: Trusted advisor to senior leaders with the ability to challenge and influence decisions constructively.
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Insight & Analysis: Interprets people data and business metrics to guide decision-making and demonstrate HR’s impact.
PERSPECTIVE
- 5–8 years of progressive HR experience, with significant time spent as a strategic HR Business Partner supporting senior leaders in global or regional roles.
- Proven experience partnering with business leadership in fast-paced, matrixed, and growth-oriented environments.
- Strong background in translating business strategy into people, talent, and organizational solutions.
- Demonstrated expertise across workforce planning, succession management, organizational design, performance, and leadership development.
- Experience working in global HR operating models, collaborating closely with CoEs and regional HR teams.
- High comfort with ambiguity, transformation, and change initiatives in evolving business landscapes.
SUCCESS MEASURES
- Business Impact: Clear alignment between business strategy and people strategy, evidenced by improved business performance, engagement, and capability outcomes.
- Talent & Succession Strength: Robust succession pipelines for critical roles and measurable improvement in leadership readiness and internal mobility.
- Organisational Effectiveness: Improved organizational clarity, role effectiveness, and operating model scalability across supported business units.
- Leadership Enablement: Increased leadership capability and change readiness, supported through targeted development and advisory interventions.
- People Analytics & Insights: Effective use of people data and metrics to inform leadership decisions, workforce planning, and transformation initiatives.
- Stakeholder Trust & Influence: High credibility and satisfaction among senior leaders, reflected in strong partnership, advisory impact, and constructive challenge.
- Global Alignment & Execution: Successful activation of global HR initiatives at the regional and business-unit level, with consistency, relevance, and speed
LOCATION, MOBILITY, INCENTIVE
The attractive remuneration is in line with the market and, in addition to a fixed monthly salary, all necessary work equipment and mobility, will also include an annual or multi-year bonus.
The role can be based in Mohali, Chandigarh with occasional travel.