- *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.