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Devsinc

Global IT services and enablement provider

HR Business Partner

HR Generalist & Employee RelationsUpdated on Nov 9
Full-timeLahore, Punjab, PakistanNo salary listedIn-person

About the Job

Requirements

  • A bachelor's degree in Human Resources, Business Administration, Psychology, or a related field is required.
  • Five to seven years of progressive HR experience, including at least two years in a business-facing HR Business Partner or HR Generalist role supporting a defined business unit.
  • Experience supporting organizational scaling, restructuring, transformation, or change initiatives.
  • Strong understanding of workforce planning, employee relations, performance management, and talent management.
  • Proficiency with HRIS platforms and people analytics.
  • Ability to interpret people data and translate it into business insights and recommendations.
  • Strong stakeholder management, influencing, coaching, conflict management, and communication skills.
  • Demonstrated commercial and business acumen, with the ability to connect people decisions with business outcomes.

Responsibilities

  • Act as the strategic people partner for the assigned cluster, owning the employee lifecycle while partnering with the Cluster Head on people, workforce, and organizational decisions.
  • Use understanding of the cluster's business model, delivery environment, workforce economics, and commercial drivers, together with people data and business insights, to identify risks, challenge decisions, influence leadership, and translate people priorities into measurable business outcomes.
  • Support organizational growth and change, including workforce scaling, restructuring, role redesign, leadership transitions, and other transformation initiatives.
  • Own the complete employee lifecycle from pre-boarding through exit.
  • Manage onboarding, 30/60/90-day check-ins, probation, confirmation, transfers, promotions, and role transitions.
  • Ensure accurate employee records and timely coordination with Human Assets Operations.
  • Conduct structured exit interviews and turn findings into actionable insights.
  • Develop a strong understanding of the cluster's business model, clients, projects, delivery structure, and market context.
  • Understand key commercial drivers, including revenue, margins/contribution margin, billing, utilization, bench, workforce cost, productivity, and client demand.
  • Partner with Cluster leadership on workforce, headcount, organization structure, and role design decisions.
  • Connect people recommendations with business and financial outcomes.
  • Constructively challenge decisions when people, organizational, or business risks exist.
  • Translate business pipeline and demand into workforce requirements.
  • Forecast skills and headcount needs and identify capacity gaps or surplus.
  • Partner proactively with Talent Acquisition on hiring priorities and workforce plans.
  • Support intelligent bench management and workforce deployment.
  • Identify critical roles and talent dependencies within the cluster.
  • Partner with leaders to establish meaningful goals and performance expectations.
  • Identify high performers, low performers, and productivity risks.
  • Coach managers on performance conversations and improvement plans.
  • Facilitate performance improvement plans where required and ensure appropriate documentation.
  • Connect individual performance and productivity with cluster outcomes.
  • Identify critical talent, flight risks, successors, and emerging leaders.
  • Develop retention, development, mobility, and succession plans.
  • Identify capability gaps and translate them into learning requirements.
  • Reduce organizational dependency on individual employees through succession planning.
  • Act as the first point of contact for employee grievances, conflicts, and workplace concerns.
  • Handle disciplinary matters, policy breaches, performance improvement plans, and sensitive employee cases with sound judgment.
  • Conduct fair and documented investigations and recommend appropriate actions.
  • Differentiate between individual, managerial, and systemic people issues.
  • Escalate high-risk or legally sensitive matters appropriately.
  • Own cluster-level attrition and identify regretted attrition, flight risks, and turnover hotspots.
  • Conduct stay conversations with critical talent.
  • Lead engagement surveys and translate findings into measurable action plans.
  • Monitor employee well-being, burnout risks, and psychological safety.
  • Promote an inclusive environment and equal development opportunities.
  • Maintain and present a monthly people dashboard covering headcount, attrition, engagement, hiring, performance, and risk indicators.
  • Analyze people data to identify trends, risks, and business implications.
  • Connect people metrics with productivity, workforce cost, utilization, and business outcomes.
  • Present data-driven insights and clear recommendations to senior stakeholders.
  • Support the cluster through restructuring, workforce scaling, reorganizations, and transformation initiatives.
  • Partner with leadership on team design, spans and layers, role clarity, and organizational effectiveness.
  • Assess people impacts before organizational changes are implemented.
  • Support change communication, adoption, and employee transition.
  • Coach Cluster Heads and Team Leads on feedback, performance, retention, conflict, and team dynamics.
  • Build credibility and influence without direct authority.
  • Facilitate difficult conversations and help leaders make informed people decisions.
  • Act as a trusted advisor rather than an HR process facilitator.
  • Act as the cluster's authority on HR policies and ensure consistent application.
  • Maintain audit-ready documentation for employee relations, exits, performance improvement plans, and other sensitive cases.
  • Identify policy gaps and provide structured recommendations to central Human Assets.
  • Provide workforce plans, role clarity, hiring priorities, and participate in hiring decisions in partnership with Talent Acquisition.
  • Provide business context for compensation and retention decisions in partnership with Rewards and Compensation.
  • Translate capability gaps into relevant development interventions in partnership with Learning and Development and Talent Management.
  • Ensure accurate employee data, timely transactions, and reporting in partnership with HR Operations.

Desired Qualifications

  • A master's degree or MBA in Human Resources, or a CIPD or SHRM certification, is preferred.
  • Experience in IT services, software, technology consulting, or another high-growth or high-attrition environment is strongly preferred.

About the Company

Devsinc

Global IT services and enablement provider

Devsinc provides global IT enablement services with two delivery centers in Southeast Asia and four offices across three continents. With 15+ years of experience and over 3,000 completed projects for more than 236 active clients in 23 countries, the company helps clients plan, execute, and manage technology initiatives. Its offerings are delivered through these distributed teams to support client projects and digital work across multiple regions. Compared with others, Devsinc emphasizes its international presence, long track record, broad client base, and cross-border delivery, which together support agility, coordination, and consistent IT execution. The company’s goal is to help clients achieve global IT excellence by enabling faster delivery, better alignment with business needs, and scalable technology solutions.

Company size
1,001-5,000
Company stage
Not listed
Total funding
Not listed
Headquarters
San Francisco, CA
Founded
2009

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