Strategic HRBP role partnering with leaders on org design, performance management, compensation, talent reviews, succession planning, employee relations, and workforce planning.
We are hiring an HR Business Partner to partner engineering, GTM, and corporate leaders across Digantara. You will report to the Head of People and own the partnering relationship for a defined set of business leaders - their org design, performance, talent reviews, comp decisions, succession, and critical employee relations matters.
This is a strategic HRBP role, not an HR generalist role. You will spend most of your time in business reviews, 1:1s with leaders, talent calibration sessions, and executive coaching moments.
What You'll Own:
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Business partnering: Be the trusted HR counterpart to senior leaders. Join their leadership meetings. Coach them on team decisions, difficult conversations, and people strategy.
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Performance management: Run half-yearly and annual performance cycles. Facilitate calibration sessions. Coach managers on delivering feedback, performance plans, and hard calls.
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Talent reviews & succession: Run 9-box or equivalent talent reviews. Identify high-potentials, flight risks, and succession gaps. Build development plans with leaders for top 10%.
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Compensation partnering: Partner with the Head of People on annual comp cycles, promotions, off-cycle adjustments, and ESOP grants. Build business cases for exceptional awards. Ensure internal equity.
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Org design & workforce planning: Partner with leaders on org structure changes spans, layers, team splits, reorg decisions. Build 12-18 month workforce plans tied to product and launch roadmaps.
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Employee relations: Own complex ER cases conflict, grievances, investigations, POSH matters. Be the confidential sounding board for leaders on hard people decisions.
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Manager capability: Coach first-time managers (Digantara has many). Build lightweight manager toolkits for 1:1s, feedback, performance, and hiring.
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Engagement & retention: Own engagement data for your business units. Translate survey signals into leader actions. Track and reduce regrettable attrition.
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Policy & compliance: Partner on POSH compliance, labour law compliance, and policy evolution as we scale. Support cross-geo policy alignment as US and Europe operations grow.
What We're Looking For:
Must-haves
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8-10 years in HR, with at least 4 years as a true HRBP at a product, engineering, or R&D-heavy company.
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Track record partnering with senior leaders.
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Fluency across the core four: performance management, compensation, org design, and employee relations.
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Comfort with difficult conversations with employees, with leaders, and with your own manager when you disagree.
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Data fluency: You use engagement, attrition, and performance data to make cases, not just to report.
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POSH IC experience and working knowledge of Indian labour law (Shops & Establishments, Payment of Wages, PF/ESI, leave policies).
Strong pluses
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Experience at a deep-tech, hardware, aerospace, robotics, or semiconductor company where engineering cycles are long, and talent is scarce.
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Experience through a funding round transition — Series A to B, or B to C — where the People function had to mature quickly.
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Comfort with ambiguity and building playbooks from scratch, not inheriting Fortune-500 processes.
Job Location - Hebbal, Bangalore
