Associate Director - People Success Partner

About Zinnov

Zinnov is a global management consulting firm that helps organizations make decisions that actually get used — and deliver results that matter. For over two decades, we’ve partnered with leading enterprises, high-growth technology companies, and investors to answer some of the toughest questions they face:

Where should we invest?

How do we scale globally?

What capabilities will win in the next decade?

Our work shapes market entry strategies, global operating models, M&A decisions, and long-term growth bets. We’re known for being data-led, execution-focused, and outcome-driven — not opinion-heavy slideware.

At Zinnov, how you work matters as much as what you deliver. We value independent thinking, crisp communication, and early ownership. With 450+ professionals across 10 global offices, we work across industries including Digital Services, ER&D, Enterprise Software, Semiconductors, Healthcare, BFSI, Automotive, Media & Telecom, and Private Equity.

Zinnov isn’t for everyone. It’s for people who want steep learning curves, honest feedback, and the chance to see their work influence real business decisions — not just presentations.

Why Globalization Excellence (GE)

Zinnov’s Globalization Excellence (GE) practice helps enterprises build and scale Global Capability Centers (GCCs) end-to-end — from Design & Discovery to Build, Scale, and Run.

In GE, you don’t work in silos. You:

Own complex, end-to-end client journeys

Work across GCC advisory, managed services, and BOT / outsourcing models

Influence leadership decisions that shape long-term talent and operating strategies

This is where strategy meets execution — and where talent plays a defining role.

About the Role

As a People Success Partner (HRBP), you will own the full spectrum of people strategy and execution for a large, high-velocity operations environment (1000+ employee scale). This role is designed for a strategic, results-oriented HR leader who can independently drive people interventions that improve talent outcomes, culture, engagement, and operational performance — while serving as a trusted advisor to senior leadership.

You will blend strategic influence with hands-on execution, using data, diagnostics, and strong stakeholder partnership to drive measurable improvements across attrition, productivity, employee experience, and capability building.

What You’ll Do

Strategic HR Leadership

Integrate people strategy with business priorities to enable growth, operational efficiency, and talent scalability.

Act as a trusted advisor to senior leaders, shaping people decisions with context, clarity, and strong judgment.

Drive org-wide HR priorities with tight governance, ownership, and predictable execution.

People Experience & Culture

Continuously monitor employee sentiment through pulse mechanisms, health checks, exit insights, and structured listening forums.

Design and run engagement initiatives that reinforce a collaborative, high-performance culture.

Counsel leadership on recognition frameworks, culture reinforcement, and engagement best practices.

Talent Optimization & HR Analytics

Use advanced analytics to inform workforce planning and talent decisions.

Drive outcomes such as reduced attrition, improved productivity, and higher employee satisfaction through insight-led interventions.

Build and communicate decision-ready dashboards and HR metrics for executive forums.

Performance Excellence & Learning Enablement

Partner with leaders to implement high-impact performance management systems and continuous feedback rhythms.

Champion talent assessments and targeted learning interventions to close skill gaps and elevate performance.

Influence managers to strengthen coaching quality, role clarity, and career development conversations.

Compensation & Benefits Strategy

Support strategic compensation reviews using external benchmarks and internal analytics.

Drive initiatives that clearly link rewards to performance and organizational impact.

Partner with stakeholders to strengthen pay competitiveness and retention outcomes.

Employee Relations & Compliance

Handle complex employee relations cases with maturity, discretion, and consistent documentation hygiene.

Maintain a strong working understanding of HR compliance requirements and proactively mitigate risk.

Preserve culture and integrity through fair, firm, and people-first resolution approaches.

What You Bring

Qualifications & Experience

Extensive HR Business Partnering experience in large, high-volume service delivery / operations environments.

Demonstrated experience influencing senior stakeholders and driving enterprise-wide people initiatives.

Strong exposure to operating rhythms in dynamic, fast-changing organizations (growth, transformation, scale).

Key Skills

Strategic influence: strong advisory presence with senior leaders; able to shape decisions, not just execute.

Operational excellence: balances strategic programs with day-to-day people execution without losing rigor.

Analytical strength: translates HR data into actionable insights and outcome-driven interventions.

Culture leadership: builds engagement and high-performance programs that leaders adopt and sustain.

Change leadership leads organizations through transformation with strong communication and adoption discipline.

High ownership, responsiveness, and the ability to operate independently in stakeholder-heavy environments.

What Success Looks Like

Enterprise people strategy & business alignment

Executive stakeholder advisory & influence

Talent, leadership & succession management

Org design & change management

Culture, engagement & employee experience

Performance, rewards & talent governance

People analytics & workforce intelligence

Risk management, ethics & compliance

HR transformation

HR leadership, capability & succession planning