Regional HRBP - Offline Merchants

About Phone Pe Limited:

Headquartered in India, its flagship product, the Phone Pe digital payments app, was launched in Aug 2016. As of April 2025, Phone Pe has over 60 Crore (600 Million) registered users and a digital payments acceptance network spread across over 4 Crore (40+ million) merchants. Phone Pe also processes over 33 Crore (330+ Million) transactions daily with an Annualized Total Payment Value (TPV) of over INR 150 lakh crore.

Phone Pe's portfolio of businesses includes the distribution of financial products (Insurance, Lending, and Wealth) as well as new consumer tech businesses (Pincode - hyperlocal e-commerce and Indus App Store Localized App Store for the Android ecosystem) in India, which are aligned with the company's vision to offer every Indian an equal opportunity to accelerate their progress by unlocking the flow of money and access to services.

Culture:

At Phone Pe, we go the extra mile to make sure you can bring your best self to work, Everyday!. And that starts with creating the right environment for you. We empower people and trust them to do the right thing. Here, you own your work from start to finish, right from day one. Phone Pe-rs solve complex problems and execute quickly;

often building frameworks from scratch. If you're excited by the idea of building platforms that touch millions, ideating with some of the best minds in the country and executing on your dreams with purpose and speed, join us!

Job Objective  We are looking for a strategic HR Business Partner for our Merchant Business. The role holder will develop and execute the HR strategy in close partnership with the regional leadership team while driving national-level interventions.

Role & Team  The role is based in our  Regional HQ at Noida  and will anchor the HR agenda for 2 key regions within the merchant business. You will lead a team of 4 HR professionals. This role provides a unique 'dual-hat' opportunity:

Scale & Scope:
You will manage a massive span of 2,500–3,000 employees, partnering directly with a leadership cohort of 400+ Managers and above (including Senior Managers and Associate Directors).
National Charter:
In addition to regional responsibilities, the role holder will own an All-India Charter for the entire Sales Business. You will act as a subject matter expert and implementation lead for national projects in areas such as Talent Management, Performance Architecture, Capability Building, Governance, or HR Operations.
Environment:

This role offers an excellent opportunity to experience the best of both worlds: the scale of traditional retail/FMCG and the agility of startup ways of working.

Reporting:
The role reports into the National HRBP Lead for Mass Sales

Career Progression & Opportunities  At Phone Pe, we view this role as a leadership incubator. We offer a dynamic, non-linear career path within our mature institutional framework. Succession opportunities include:

Vertical Growth:
Progression to HRBP Lead and higher strategic roles.
Business Ecosystem Mobility:
Transition into HRBP roles for other high-growth business lines such as E-Commerce (Pincode), Share.

Market, Indus Appstore, or the Consumer Business.
Functional & Technical Mobility:
Opportunities to move into Corporate HRBP, Tech & Product HRBP roles, or specialized Central CoEs such as HR Tech, Total Rewards, Talent Management, or People Experience.

Responsibilities

Business Partnering & Strategy

Strategic Alignment:
Partner with Regional Heads to deliver on business targets (revenue, growth, expansion) by providing tailored HR solutions.
Efficiency:
Proactively identify opportunities for increased organizational efficiency and effectiveness.
Stakeholder Management:
Maintain strong individual connections and regular touchpoints with stakeholders from the assigned business groups.
Market Connect:
Conduct regular visits to sales offices in the regions, attend sales review meetings, and participate in market visits to keep a pulse on ground realities.
Attrition Management:
Proactively track attrition through data analysis and take corrective actions as necessary.
Policy & Grievance:
Own and interpret HR policy for the organization; resolve employee issues and queries quickly and effectively within decided timelines.

Partner in Building AOP (Annual Operating Plan)

Partner with business leaders and finance to plan the People AOP based on planned business growth.
Identify workforce requirements based on Go-To-Market strategy and anticipated productivity.
Ensure the People AOP is translated to the larger team and manage adherence to manning and cost budgets.

Talent Management & National Charter Execution

Performance Management:
Oversee the PM process including goal setting, check-ins, and final evaluation.
Succession Planning:
Enable the talent process by conducting holistic reviews of talent to create a strong succession bench.
Performance

Coaching:

Facilitate discussions regarding low performers, ensure the creation of Performance Improvement Plans (PIP), and track…