HRBP Portfolio

Job Snapshot

Function	HRBP — Portfolio HR
Reports To	Portfolio HR Lead
Experience	5–8 years
Location	Bengaluru (Hybrid)
Portfolio Coverage	Assigned portfolios (e.g., PF-1, PF-3/3A, or PF-2/PF-4) covering project delivery employees across multiple customer accounts

Role Overview

We are looking for a business-oriented Portfolio HR Business Partner to serve as the dedicated people partner for an assigned delivery portfolio (a portfolio is a cluster of accounts). Unlike a traditional HRBP role that is practice- or function-aligned, this role operates at the intersection of client delivery and people strategy — ensuring that the right engineers are deployed, engaged, billing, and retained across our Fortune 500 customer accounts.

You will work closely with Portfolio Owners, Account Leadership Teams (ALTs), Project Delivery Owners (PDOs), and Practice HRBPs to drive measurable outcomes on revenue enablement, margin improvement, talent management, and portfolio/ account engagement. This is not an administrative HR role — it is a business-impact role measured against delivery and financial KPIs.

Key Responsibilities

Revenue Generation Support

• Design and implement a dual-track onboarding process (Practice onboarding + Account-context onboarding in parallel) to reduce time-to-bill for new hires to under 2 weeks.
• Track and ensure compliance training, customer-specific certifications, and tool access provisioning are completed before or within the first week of deployment. Own the tracking dashboard and escalate non-compliance.
• Support internal portfolio fill rates by maintaining a portfolio talent map (skills, account experience, availability, career aspirations) and providing Delivery Leads with internal candidates before requests go to external hiring.

Margin Improvement Support

• Monitor deployment utilization — the percentage of portfolio-allocated employees who are actively billing at any given point. Identify and escalate utilization gaps.
• Coordinate deboarding processes with IT, Delivery, and Practice to ensure engineers transitioning off projects move to bench or a new project within 5 business days. Track billing-to-bench time.
• Implement portfolio-specific retention interventions. Use deployment data to identify at-risk engineers (e.g., those on the same project for 12+ months without growth, those with multiple PDO changes). Conduct stay interviews and coordinate with Practice HRBPs on retention actions.
• Track and reduce portfolio-exit instances (engineers leaving the portfolio due to client, PDO, or team alignment issues) that cause billing disruptions.

Talent Management & Engagement

• Implement a resource fitment pulse survey for every new deployment — gathering feedback from PDOs and client stakeholders on technical skills, collaboration, and client orientation. Enable early detection and correction of mismatches.
• Run quarterly portfolio-level pulse surveys (eNPS) to surface account-specific engagement issues that practice-level surveys miss.
• Monitor early attrition (exits within the first 6 months of portfolio deployment) as a direct signal of onboarding or fitment failures.
• Organise account-specific Rewards & Recognition events. Track the percentage of deployed engineers who receive at least one formal recognition in a 12-month period.

Compliance & Process Effectiveness

• Own the PDO-to-Practice-Manager feedback pipeline end to end — not just collecting PDO feedback, but ensuring practice managers acknowledge receipt and incorporate it into performance reviews. Track both collection rate and consumption rate.
• Orchestrate monthly portfolio/ account All-Hands, quarterly awards, and team-building events to build portfolio identity among deployed engineers.
• Track operational hygiene: attendance compliance, access provisioning/deprovisioning, and mandatory training completion across the portfolio.

Qualification, Experience & Skill Sets

Must-Have

• MBA in Human Resources or equivalent (full-time, from a reputed institute preferred).
• 5–8 years of total experience with a minimum of 3–5 years in an HRBP or HR generalist role supporting delivery / engineering teams.
• Prior experience in IT services, data analytics, or technology consulting companies where client-facing delivery models are the norm.
• Strong understanding of how deployment, utilization, and billing cycles work in a services business.
• Demonstrated ability to use HR data (attrition trends, engagement scores, deployment patterns) to drive decisions, not just reporting.
• Excellent coordination and stakeholder management skills — comfortable working with Delivery Leads, Practice Heads, and Portfolio Owners simultaneously.
• Hands-on experience with employee engagement, retention interventions, onboarding, and performance management.
• Comfort working independently in a fast-paced, high-growth environment with evolving structures.

Good-to-Have

• Experience in a portfolio-aligned or account-aligned HR model (as opposed to purely function-aligned HR).
• Familiarity with HRIS platforms (e.g., Darwinbox) and HR analytics / dashboard tools.
• Exposure to governance frameworks like RACI, escalation matrices, or delivery governance models.
• Experience with Rewards & Recognition programme design and execution.
• Prior experience in companies of similar scale (1,000–2,000 employees) undergoing rapid scaling.

Key Stakeholders You Will Work With

• Portfolio Owners (VP / Senior Director level) — your primary business stakeholders.
• Account Leadership Teams (ALTs) — Delivery Leads, Account Managers, Practice Leads at the account level.
• Project Delivery Owners (PDOs) — single-point-of-accountability owners for each project.
• Practice HRBPs — your counterparts on the practice side; you provide portfolio context, they provide practice context.
• Portfolio HR Lead — your direct manager for strategic direction, escalation, and cross-portfolio coordination.
• Finance & Operations — for deployment data, billing reconciliation, and margin tracking.

About Us

Sigmoid is a leading provider of Data Analytics Services, specializing in serving clients in the F500/1000 space, globally. With 1,700+ employees, 30+ Fortune 500 clients, over 87% repeat business, and 5x revenue growth in the last five years, we empower companies to unlock the

full potential of their data, make data-driven decisions, and gain a competitive edge in the market. Our innovative solutions and dedicated team of experts have made us a trusted partner for our clients worldwide.