Assistant Manager - HRBP
Yubi
About Us
Yubi stands for ubiquitous. But Yubi will also stand for transparency, collaboration, and the power of possibility.
From being a disruptor in India’s debt market to marching towards global corporate markets from one product to one holistic product suite with seven products
Yubi is the place to unleash potential. Freedom, not fear. Avenues, not roadblocks. Opportunity, not obstacles.
Job Description
About the company:
Accumn - a Yubi company, is India’s most advanced AI-first credit decisioning platform, integrating machine learning (ML) and generative artificial intelligence (GenAI) to empower credit managers with precise, data-driven tools for fair and transparent lending decisions. Formed through the strategic consolidation of Corpository and FinFort, Accumn offers a comprehensive suite of solutions to support the entire credit lifecycle—from lead generation and risk management to post-disbursement monitoring. With over 1 lakh active banking and credit users, Accumn has achieved a 66% reduction in credit processing time and boasts an 85% success rate in predicting defaults. The platform has over 5 lakh entities under credit monitoring. The company has been recognized for “Best Use of AI & ML Models for Credit Default Prediction” by Banking Frontiers and “Best Use of AI in Risk Evaluation” by Dun & Bradstreet. Visit www.hello.accumn.ai and www.go-yubi.com to learn more.
About the Role:
As an HR Business Partner (HRBP), you will play a key role in aligning business objectives with employees and management across designated business units. This position involves forming strategic partnerships within the HR function to provide value-added services to both management and employees, ensuring these services align with the organization's overall business objectives. The HRBP must maintain a strong understanding of the business's current and future needs, mid-term plans, cultural dynamics, and competitive landscape.
Key Responsibilities:
Works closely with CXO, HR CoE teams employees, to drive business outcomes by understanding the business goals and challenges, aligning HR practices accordingly.
Improve work relationships, build morale, and increase productivity and retention.
Analyzes trends and metrics in partnership with the HR group to develop solutions, programs and policies.
Manages and resolves complex employee relations issues. Conducts effective, thorough and objective investigations.
Provides day-to-day performance management guidance for line management (e.g., coaching, counseling, career development actions).
Identifies training needs for business units and individual executive coaching needs.
Participate in evaluation and monitoring of training programs to ensure success. Follow up to ensure training objectives are met.
Manage the annual compensation / performance management (PMS) planning process, including salary reviews, incentive programs, and bonus structures.
Analyze compensation data and market trends to make data-driven recommendations for salary adjustments and rewards.
Build High Talent Density by collaborating with business leaders to understand their talent needs and growth plans. Identify key positions and critical talent within the organization
Develop and implement succession planning strategies to fill talent gaps and build a pipeline of future leaders.
Create individual development plans for high-potential employees to groom them for leadership roles.
Utilize data analytics to provide strategic insights and recommendations to drive HR and business decisions.
Leading change management initiatives to ensure smooth transitions and facilitate effective communication across all levels of the organization
Partner with the Talent Management team to provide targeted executive coaching and leadership development programs for senior leaders and key talent within the organization.
Collaborate with the Talent Acquisition team to strengthen the organization's employer brand and EVP, ensuring alignment with the company culture and values to attract top talent.
Requirements
A minimum of 3+ years of experience in resolving complex employee relations issues.
Proven experience as a strategic partner to leadership teams.
Prior background in startups or established product-based organizations is preferred.
Comprehensive knowledge of key HR disciplines such as compensation practices, organizational development, employee relations, diversity, performance management, and employment laws.
Bachelor’s /master’s degree in human resources or a related field is preferred.
This role requires a proactive approach to aligning people’s strategies with business objectives while fostering a high-performance culture.