People Experience Partner

Role - People Experience Partner

About the Role

GHX is looking for an experienced HR Business Partner to support our Technology, G&A and
other functions as needed. In this strategic and hands-on role, you will serve as a trusted
advisor to business leaders and employees alike — driving people practices that align with
organizational goals. You will own the full employee lifecycle for your client group, from
onboarding through succession planning, while building strong cross-functional partnerships
with teams including Talent Acquisition, Finance & Payroll, Facilities & Admin, and more. The
ideal candidate is a confident communicator, a proactive problem-solver, and someone who
naturally builds rapport with stakeholders at all levels.

Key Responsibilities

Strategic HR Business Partnering
• Act as a strategic partner to Technology leaders, providing guidance on workforce
planning, organizational design, and people strategy.
• Build strong, trusted relationships with senior stakeholders and managers across the
Technology function.
• Proactively identify people-related risks and opportunities, and recommend solutions
aligned with business objectives.
• Support and drive change management initiatives across the Technology org.
Onboarding & New Hire Experience
• Partner with the Talent Acquisition team to ensure a seamless transition from offer
acceptance to Day 1 and beyond.
• Oversee structured onboarding programs that help new hires integrate quickly into their
roles and the organization.
• Conduct regular new hire check-ins to assess engagement and flag concerns early.
• Continuously improve the onboarding experience based on feedback and data.
Grievance & Employee Relations
• Serve as the primary point of contact for employee grievances, concerns, and conflict
resolution within the Technology function.
• Conduct fair, thorough, and timely investigations into employee complaints in line with
GHX policies and legal requirements.
• Advise managers on handling performance issues, PIPs, and disciplinary actions with
empathy and consistency.
• Maintain confidentiality and ensure all employee matters are handled with the highest
level of discretion.
Cross-Functional Coordination
• Collaborate closely with the Talent Acquisition team on hiring plans, role approvals, and
candidate experience.
• Partner with Finance and Payroll to ensure accuracy in compensation processing,
promotions, and employee movement transactions.
• Coordinate with Facilities & Admin for workspace readiness, relocations, and new hire
logistics.
• Liaise with relevant teams to ensure smooth execution of employee lifecycle processes
end to end.
Performance Management & Appraisals
• Drive the annual and mid-year appraisal cycle for the Technology function, ensuring
timely and quality completion.
• Coach managers on effective goal-setting, feedback delivery, and performance
documentation.
• Identify high performers and support calibration discussions to ensure equitable
outcomes.
• Partner with Total Rewards to execute compensation reviews and merit increments in
line with budget.
Succession Planning & Talent Development
• Lead succession planning discussions with Technology leaders to identify critical roles
and build a strong internal pipeline.
• Partner with managers to create individual development plans (IDPs) for high-potential
employees.
• Support internal mobility, career pathing, and IJP (Internal Job Posting) processes.
• Track and report on talent metrics including retention, attrition, and promotion rates.

Role Requirements

• 6+ years of progressive HR experience, with significant exposure as an HRBP.
Supporting a Technology or Engineering function or experience in a Tech company
highly preferred.
• Strong expertise in onboarding, employee relations, grievance handling, and
performance management.
• Proven ability to build rapport and credibility with senior stakeholders and cross-
functional teams.
• Demonstrated experience coordinating with Talent Acquisition, Finance & Payroll, and
Facilities & Admin teams.
• Hands-on experience with succession planning, appraisal cycles, and talent review
processes.
• Excellent interpersonal, communication, and influencing skills — comfortable working
with all levels of the organization.
• High level of discretion and integrity when handling confidential employee matters.
• Strong organizational and follow-up skills with the ability to manage multiple priorities
simultaneously.
• Bachelor's degree in Human Resources, Business Administration, or a related field.
MBA or PGDHR preferred.
• Proficiency in HRIS tools (e.g. Dayforce, Keka, GreytHR) and Microsoft Office Suite.
Preferred Experience
• Experience working in a global or matrixed organization with US and India stakeholders.
• Familiarity with labor laws and compliance requirements applicable to the Technology
workforce in India.
• Must have hands-on experience working on HRIS platforms such as Dayforce, Keka, or
GreytHR — with Dayforce experience being strongly preferred.
• Proven track record in driving cultural and engagement initiatives within a tech
environment.