Business Partnership
Build trusted relationships with business leaders and develop a strong understanding of their teams, priorities, and people challenges.
Translate business needs into practical people plans and measurable HR interventions.
Represent the People & Culture perspective in business discussions while balancing employee experience and organisational needs.
Performance and Talent Management
Drive performance-management cycles, including goal setting, check-ins, evaluations, calibration, and development planning.
Partner with leaders to identify critical talent, high performers, succession priorities, and capability gaps.
Support career-development and internal-mobility discussions.
Collaborate with Learning & Development partners to translate capability gaps into focused development plans.
Engagement and Culture
Analyse engagement surveys, pulse checks, attrition patterns, and employee feedback to identify trends and recommend action.
Facilitate listening sessions and targeted interventions for assigned teams.
Partner with leaders to build inclusive, high-performing teams aligned with Mercari’s values.
Support recognition and culture-building practices that reinforce desired behaviours.
Manager Coaching
Coach managers on leadership effectiveness, team dynamics, performance conversations, feedback, and employee development.
Help managers address people matters consistently, promptly, and fairly.
Strengthen managerial capability through tools, workshops, insights, and targeted interventions.
Challenge assumptions constructively and enable managers to make sound people decisions.
Organisational Change
Lead the people aspects of organisational changes, including restructuring, leadership transitions, team movements, and role changes.
Develop stakeholder maps, communication plans, change narratives, and implementation plans.
Anticipate employee concerns and help leaders navigate change with clarity, empathy, and appropriate confidentiality.
Track the effectiveness of change initiatives and recommend corrective action where required.
Employee Relations
Provide guidance on employee concerns, workplace conduct, attendance, performance improvement, and disciplinary matters.
Conduct or support fair, objective, and well-documented workplace reviews and investigations.
Partner with HR Operations, Legal, and Compliance teams to ensure appropriate process and risk management.
Apply company policies and employment practices consistently while considering the circumstances of each case.
People Analytics and HR Delivery
Use people data—including engagement, performance, movement, attendance, and attrition—to generate actionable insights.
Maintain clear documentation and ensure people decisions are supported by accurate data.
Partner closely with HR Operations, Talent Acquisition, Total Rewards, Learning & Development, Finance, and business teams.
Contribute to cross-functional People & Culture projects and improve HR programmes and processes.
Required Qualifications and Experience
4–7 years of progressive HR experience, including at least 3 years in an HRBP
Experience partnering with managers and senior stakeholders in a technology, product, engineering, start-up, or similarly dynamic environment.
Working knowledge of performance management, talent management, employee engagement, organisational change, and employee relations.
Demonstrated ability to coach managers and influence stakeholders without direct authority.
Strong analytical skills and experience translating people data into clear recommendations.
Sound understanding of Indian employment practices and workplace-compliance requirements.
Strong written and verbal communication skills.
Ability to manage sensitive matters with discretion, fairness, and sound judgement.
Comfort working in an ambiguous, fast-paced, and multicultural environment.
