Deputy General Manager — People Business Partnering (HO)

Company Overview

Company details have not been provided. Please include information about the company, its industry, and culture if available.

Job Summary

The Deputy General Manager (DGM) - People Business Partnering will serve as a critical role within the Human Resources department, embedded within the Head Office (HO). The candidate will partner with CXOs and Business Unit (BU) heads across multiple business threads, leading a team of 3-4 HR Business Partners (HRBPs). This position is pivotal in driving organizational-level interventions related to talent management, organizational structure, performance enhancement, and change management at Porter, particularly at its late-stage scale of approximately 2,000 employees across 30+ cities.

Responsibilities

• Partner closely with CXOs and BU heads to align HR initiatives with business goals.
• Lead and develop a team of 3-4 HRBPs, fostering a culture of capability uplift and performance enhancement.
• Drive organizational interventions in talent management, structure, and performance evaluations.
• Oversee and manage change initiatives in alignment with the company's expansion and growth strategies.
• Leverage data and metrics to inform strategic decisions and interventions within the organization.
• Collaborate with the centralized HRBP team to ensure effective support and implementation of HR strategies across the business.

Qualifications

• Experience: 12–14 years in HR, with at least 4–5 years in HRBP roles, not purely in Centers of Excellence (CoE) or operational roles.
• Leadership: Proven experience leading a team of HRBPs (3+ direct reports) for 2+ years.
• Scope: Must have managed a BU portfolio or HO HRBP charter covering multi-function areas (e.g., Engineering, Product, Sales, Operations).
• Commercial Acumen: Ability to interpret P&L statements, understand unit economics, and work comfortably with workforce data.
• Org Design Experience: Experience in partnering with senior leadership on organizational design, restructures, and leadership transitions.
• Tech-Savvy: Experience within a tech-first organization with a headcount of 2,000+.

Preferred Skills

• Familiarity with late-stage Indian tech unicorns or decacorns.
• Track record of quantifiable outcomes in previous HR roles.
• Experience navigating complex, multi-LOB organizational structures.
• Strong change leadership capabilities.

Experience

• The ideal candidate should possess 12–14 years of HR experience, including significant exposure to roles involving organizational design, leadership transitions, and extensive partnership with senior executives.

Environment

• The role is likely to operate in a hybrid or office-based environment, supporting a rapidly expanding organizational culture across multiple locations.

Salary

Salary information is not specified. Please include details if available.

Growth Opportunities

Details on potential career advancement opportunities are not provided. Please include relevant information if available.

Benefits

Benefits offered have not been specified. Please provide details if available.