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.