About the Role The Principal Associate – HR Business Partner will support the Enabling Functions as a strategic advisor and partner to business leaders. In this role, you will drive high performance, employee engagement, regulatory compliance, and a strong organizational culture across your aligned functions. Roles & Responsibilities Strategic Business Partnership • Act as a trusted advisor to senior leadership, leveraging workforce insights to inform business strategy. • Anticipate future workforce trends and design proactive HR strategies that support long-term business goals. • Drive large-scale organizational transformation, including restructuring, workforce planning, and change management. • Serve as the primary HR liaison for executive leadership, ensuring functional execution aligns with enterprise priorities. Employee Experience & Relations • Shape and embed organizational culture through enterprise-wide engagement initiatives. • Serve as the escalation point for complex employee relations matters, ensuring risk mitigation and full compliance. Performance & Talent Management • Drive the talent management strategy, including leadership development and succession planning for critical roles. • Manage annual and mid-year performance reviews, feedback cycles, and promotion processes in a timely manner. • Collaborate with the L&D team to identify skill gaps and support capability-building programs. Resource Management & Talent Acquisition • Track headcount, analyze attrition trends, and maintain accurate employee records. • Utilize predictive analytics to forecast talent needs and proactively mitigate attrition risks. • Partner with the Talent Acquisition team to close open positions and conduct HR interview rounds. Governance, Compliance & Risk Management • Ensure enterprise-wide adherence to labor laws, regulatory requirements, and internal governance standards. • Lead audits and risk assessments related to HR processes and employee relations. • Contribute to policy formulation and HR frameworks while adapting them to business-specific needs. Key Competencies • HR Generalist Expertise: Deep understanding of core HR processes and policies, with a proven ability to act as a change agent. • Business Acumen: Strong grasp of the broader business environment, market dynamics, and operational priorities. • Analytical Thinking & Advanced Analytics: Comfort with large, complex datasets, with the ability to interpret data and make data-driven decisions. • Influence & Communication: Outstanding communication skills with a proven track record of collaborating and influencing without formal authority. • Problem-Solving: A structured, methodical approach to resolving complex issues and implementing effective HR solutions. • Agility: Capability to thrive and deliver results in a fast-paced, ambiguous environment. Qualifications & Experience Education & Experience • Education: MBA from a Tier-1 or Tier-2 institute. • Experience: 6 to 10 years of relevant HRBP experience, preferably within fashion, retail, or e-commerce. • Proven track record of managing cross-functional stakeholders effectively. • Strong decision-making skills paired with high attention to detail. Domain Skills • Strong strategic thinking skills with the ability to translate data insights into actionable business plans. • Excellent project management capabilities, including managing timelines, resources, and budgets. • Proficiency in driving cross-functional initiatives and delivering executive-level communications. This is your chance to fashion the future at scale—while paving your own path to growth. Ready to be the trend? Be Myntra.