Job Description
7-Eleven Global Solution Center is looking for a Human Resource Business Partner to join its team in Bangalore. The HR Business Partner will be an embedded people partner across assigned business units and will engage with leaders at all levels, from front-line managers to senior stakeholders, to drive people outcomes that enable business performance. This role requires an equal balance of strategic thinking, analytical rigour, and executional excellence.
Why Join 7-Eleven Global Solution Center?
When you join 7-Eleven Global Solution Center, you will embrace ownership as teams within specific product areas take responsibility for end-to-end solution delivery, supporting local teams and integrating new digital assets. Challenge yourself by contributing to products deployed across an extensive network of convenience stores, processing over a billion transactions annually.
Build solutions for scale while addressing the diverse needs of 84,000+ stores in 19 countries. Experience growth through cross-functional learning, which is encouraged and applauded at 7-Eleven GSC. With the organization's size, stability, and resources, employees can navigate a rewarding career. The company embodies leadership and service and remains dedicated to meeting the needs of customers and communities.
Why We Exist, Our Purpose and Our Transformation?
7-Eleven is dedicated to being a customer-centric, digitally empowered organization that seamlessly integrates physical stores with digital offerings. The goal is to redefine convenience by consistently providing top-notch customer experiences and solutions in a rapidly evolving consumer landscape.
Anticipating customer preferences, the organization creates and implements platforms that empower customers to shop, pay, and access products and services according to their preferences. To achieve success, 7-Eleven is driving a cultural shift anchored in leadership principles and supported by the realignment of organizational resources and processes.
At 7-Eleven, the organization is guided by Leadership Principles. Each principle has a defined set of behaviours that help guide the 7-Eleven GSC team to serve customers and support stores.
Be Customer Obsessed
Be Courageous with Your Point of View
Challenge the Status Quo
Act Like an Entrepreneur
Have an “It Can Be Done” Attitude
Do the Right Thing
Be Accountable
About This Opportunity
As an HR Business Partner, you will be an embedded people partner across your assigned business units, engaging with leaders at all levels from front-line managers to senior stakeholders to drive people outcomes that enable business performance.
You will contribute meaningfully across key HR domains including organizational design, workforce planning, career frameworks, change management, and data-driven people insights. The role involves working in close collaboration with COE teams and the Talent Management manager to deliver integrated people solutions.
Responsibilities
Partner with leaders across levels, from front-line managers to senior stakeholders, to translate business priorities into actionable people plans.
Support organizational design engagements by assessing structures, modelling options, and helping implement changes that improve clarity and effectiveness.
Contribute to the design and upkeep of career frameworks, including job families, levelling criteria, and progression pathways for assigned functions.
Facilitate performance management cycles, guiding managers on goal-setting, mid-year reviews, and year-end calibrations while ensuring consistent application across the business unit.
Coach managers on having effective performance conversations, addressing underperformance, and building development plans for their teams.
Support succession planning and high-potential identification in partnership with the Talent Management team.
Lead the people workstream in change programmes. Develop impact assessments, communication plans, and adoption strategies for restructures or transformation initiatives.
Build and maintain HR dashboards tracking key metrics such as attrition, headcount, engagement, and performance trends.
Use Excel and other data tools to build workforce models, analyse trends, and support business case development.
Build trusted relationships with leaders, Finance, and COE partners including Talent Acquisition, Learning and Development, Rewards, and People Operations to deliver joined-up people solutions.
Represent the people agenda in leadership forums, planning sessions, and quarterly business reviews.
The role also involves partnering with business leaders to translate business priorities into effective people strategies and building and establishing HR processes, frameworks, and practices from the ground up where needed.
The HR Business Partner will drive talent and workforce planning, organizational design, and change management initiatives.
The candidate will lead end-to-end performance management, including goal setting, review cycles, calibrations, and development planning.
The role involves facilitating compensation and rewards processes, including annual salary reviews and promotion cycles.
The candidate will manage employee relations, address grievances, and ensure a positive employee experience.
The HR Business Partner will influence and collaborate with stakeholders across levels to drive people outcomes and business impact.
The role requires using people insights and data to identify opportunities and recommend solutions that improve organizational effectiveness.
Key Skills Required
Strategic thinker with the ability to zoom out to see the big picture and zoom in to execute flawlessly.
Proficient in Microsoft Excel and comfortable with advanced formulas, pivot tables, and dashboards.
Strong analytical mindset with the ability to structure complex problems and communicate insights simply.
Exceptional communication and influencing skills with credibility across leadership levels and adaptability across audiences.
High degree of comfort with ambiguity and the ability to prioritise effectively in a fast-moving environment.
Demonstrated integrity and discretion in handling sensitive people matters.
The ideal candidate is a proactive HR professional who can build, influence, and drive change rather than only execute processes. The candidate should thrive in a fast-paced environment, partner effectively with stakeholders, and bring a strong balance of strategic thinking and hands-on execution.
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