Leader - People Success Partner

Job description

### About Zinnov Zinnov is a global management consulting firm that helps organizations make decisions that actually get used — and deliver results that matter. For over two decades, we’ve partnered with leading enterprises, high-growth technology companies, and investors to answer some of the toughest questions they face: - Where should we invest? - How do we scale globally? - What capabilities will win in the next decade? Our work shapes market entry strategies, global operating models, M&A decisions, and long-term growth bets. We’re known for being **data-led, execution-focused, and outcome-driven** — not opinion-heavy slideware. At Zinnov, how you work matters as much as what you deliver. We value independent thinking, crisp communication, and early ownership. With 450+ professionals across 10 global offices, we work across industries including Digital Services, ER&D, Enterprise Software, Semiconductors, Healthcare, BFSI, Automotive, Media & Telecom, and Private Equity. Zinnov isn’t for everyone. It’s for people who want steep learning curves, honest feedback, and the chance to see their work influence real business decisions — not just presentations. **Why Globalisation Excellence (GE)** Zinnov’s Globalisation Excellence (GE) practice helps enterprises build and scale Global Capability Centers (GCCs) end-to-end — from Design & Discovery to Build, Scale, and Run. In GE, you don’t work in silos. You: - Own complex, end-to-end client journeys - Work across GCC advisory, managed services, and BOT / outsourcing models - Influence leadership decisions that shape long-term talent and operating strategies This is where strategy meets execution — and where people leadership plays a defining role. **About the Role** As **Director – HR Business Partnerships**, you will lead the HR Business Partnering function for a Global Operations organization, serving as a strategic advisor to senior leadership and driving high-impact people strategies across India and global teams. You will partner closely with the Global Head of Operations and the broader Operations leadership team to translate business priorities into effective workforce, talent, leadership, organizational, and culture strategies. This is a hands-on leadership role that requires the ability to move seamlessly between enterprise-level strategy, executive partnership, team leadership, and practical execution. You will lead and develop a high-performing HRBP team while strengthening the function’s strategic influence, operating model, and effectiveness. **What You’ll Do** **HRBP Leadership & Capability Building** - Lead, coach, develop, and hold accountable the HRBP team supporting Global Operations. - Establish a consistent HRBP operating model focused on strategic partnership, business acumen, proactive problem-solving, and measurable impact. - Build strong partnership cadences between HRBPs and the business leaders they support. - Review HRBP priorities, workloads, business coverage, and effectiveness to ensure resources remain aligned with organizational needs. - Establish clear individual and team goals across strategic partnership, talent management, engagement, leadership development, people analytics, and cross-functional collaboration. - Identify capability gaps and create targeted development plans to strengthen HRBP effectiveness and strategic contribution. - Build a culture where HRBPs operate as proactive people strategists and trusted advisors rather than transactional or reactive HR resources. **Executive Partnership & Business Advisory** - Serve as the primary HR Business Partner and trusted advisor to the Global Head of Operations and broader Operations leadership team. - Develop a deep understanding of business strategy, financial and performance objectives, operating metrics, workforce model, client commitments, and future growth requirements. - Translate business priorities into integrated people strategies covering organization design, workforce capacity, leadership capability, talent, engagement, retention, change, and culture. - Participate in leadership meetings, business reviews, planning discussions, and major organizational decisions. - Provide candid, thoughtful, and evidence-based counsel, including challenging assumptions and proposed decisions when required. - Anticipate workforce, talent, leadership, and organizational risks before they impact business performance. - Coach senior leaders on leadership effectiveness, accountability, communication, performance, team health, and organizational change. **Organization Design & Workforce Planning** - Lead organization design and workforce planning in partnership with business leadership, Finance, Talent Acquisition, and other key stakeholders. - Assess organizational structures, reporting relationships, spans of control, decision rights, roles, and capabilities against business strategy. - Identify organizational gaps, role duplication, unnecessary complexity, unclear accountability, and barriers to effective decision-making. - Support reorganizations, integrations, growth initiatives, operating-model changes, and workforce transitions from diagnosis through implementation and stabilization. - Develop workforce plans that anticipate future volume, capacity, skills, locations, technology, and leadership requirements.