HR Business Partner (Manager)
Location : Peenya, Bengaluru
Reports To : Chief Human Resources Officer
Direct Reports : Individual Contributor
Experience : 5–7 years as HRBP | Start Up experience preferred
The Opportunity
At Remidio, we are building the future of AI-powered ophthalmic diagnostics—making high-quality eye care accessible across the world. Our products are deployed across hospitals, clinics, and screening programs globally, impacting millions of lives.
We are not just a MedTech company, we are a mission-driven, fast-scaling organization where ownership, speed, and innovation define how we work.
Role Purpose
This is an HRBP role — not a transactional one.
The HRBP will serve as a facilitator for business leaders. This role is explicitly focused on driving organizational effectiveness and will not handle day-to-day HR operations or routine engagement activities. Instead, the incumbent will drive high impact interventions that shape how Remidio performs, grows, and retains its best talent.
Key Responsibilities
Performance Management & Development
- Set and align individual KPIs with company objectives.
- Conduct periodic performance assessments — monthly, quarterly, and bi-annually — tracking goal achievement and rating trends through data.
- Track and analyse performance data every quarter to assess goal achievement and performance trends and present findings to managers and leadership to drive informed people decisions.
- Drive action plans based on performance — PIPs for under-performers, development plans for average performers, and growth opportunities for high performers.
Culture
- Lead culture-building activities such as listening sessions, skip-levels, and new hire check-ins ensuring they are consistent, purposeful, and not just one-off events.
- Observe and report on cultural health across teams — track behaviours, manager practices, and team dynamics that either reinforce or work against Remidio's values.
Employee Engagement
- Drive high impact Employee Engagement Initiatives.
- Analyse engagement by team and function - identify what is working and what is not, and prepare simple, honest summaries for business leaders.
- Convert engagement findings into concrete action plans at the business unit level — with clear owners, timelines, and monthly check-ins to track whether actions are actually happening.
Critical Employee & Retention Support
- Maintain an up-to-date critical talent tracker — covering development plans, career conversation dates, and next steps for each identified employee, reviewed every quarter.
- Partner with managers to build personalised development plans for each high-potential.
- Identify and flag succession readiness for critical roles — map at least one internal candidate per key position and track their development progress toward role readiness.
- Track and follow up on Total Rewards actions for critical talent — ensuring compensation reviews, role upgrades, or other commitments are closed within agreed timelines.
Learning & Development
- Identify skill gaps across teams through manager conversations and performance data, and ensure every employee has a relevant development plan in place.
- Track learning effectiveness and collaborate with managers to ensure learning is translating into on-the-job behaviour change.
- Feed appraisal insights into the L&D calendar — ensuring training priorities are driven by actual business and performance needs, not generic programs.
Qualifications & Experience
- Preferred MBA / PGDM in HR or equivalent postgraduate qualification.
- Startup experience Must.
- 5–7 years of HR experience with at least 2 years as an HRBP.
