Razorpay—Associate Manager, HRBP

Job description

Description: Razorpay is one of India’s leading full-stack financial technology companies, powering the way businesses move, manage, and grow money. Founded in 2014 by Harshil Mathur and Shashank Kumar with a simple vision - to simplify payments for Indian businesses - we’ve since grown into a fintech powerhouse driving India’s digital payment revolution. Razorpay powers millions of businesses with a smarter, scalable stack that goes beyond transactions to help them truly build and grow. From building AI-native agentic payments, to AI-assisted fraud detection and real-time risk intelligence to automated reconciliation, smart payouts, and predictive financial insights, we are embedding intelligence across our stack to make money movement faster, safer, and more efficient. In close collaboration with ecosystem partners - including banks, networks, regulators - we are pioneering industry-first solutions that are shaping the next era of fintech Across India, Singapore and Malaysia, our products span everything from seamless checkouts to payroll automation - powering a fintech ecosystem that’s redefining how money moves across Asia. Today, that ecosystem supports everyone from early-stage startups to some of India’s largest enterprises, enabling them to accept, process, and disburse payments at scale while expanding into new ways of managing money more efficiently. Our scale speaks volumes: Razorpay processes $180+ billion in annualized transactions, powering leading businesses like Airbnb, Facebook, WhatsApp, Airtel, CRED, BookmyShow, Zomato, Swiggy, Lenskart, Mirae Asset Capital markets, Indian Oil, National Pension Scheme - and over 100 of India’s unicorns. With strong roots in India and growing operations in Southeast Asia, we are shaping the next chapter of financial technology across the region. We are backed by global investors including GIC, Peak XV Partners (formerly Sequoia Capital India & SEA), Tiger Global, Ribbit Capital, Matrix Partners, MasterCard, and Salesforce Ventures, having raised over $740 million to date. Strategic acquisitions - including Ezetap (POS and offline payments), Curlec (Malaysia expansion), BillMe (digital invoicing), and POP (rewards-first UPI) - along with earlier moves in fraud prevention, payroll, and lending, have further strengthened our platform and widened our footprint across Asia. But what truly sets Razorpay apart is our culture. At Razorpay, ownership is our oxygen - you own what you build, with no micromanagement or red tape, just the runway to make your ideas fly. Learning is a lifestyle - if you’re curious, you’ll feel at home here. People > Pedigree - we hire for attitude, hustle, and hunger more than degrees. Transparency thrives over titles - this is where interns question CXOs and CXOs say “thank you.” Guided by our values of Customer First, Autonomy & Ownership, Agility with Integrity, Transparency, Challenging the status quo and a strong belief that Razorpay grows with Razors, you’ll be part of a 3000+ strong team building not just products, but the financial infrastructure of the future. Associate Manager, HRBP The Role: As an Associate Manager, HR Business Partner, you will be the key People Partner for a business/function within the Business Org, owning the people agenda for your span end-to-end with 3-5years of Experience. You will partner closely with the Functional Head and leaders across the business to understand business priorities, identify people opportunities and independently drive people interventions on the ground. This role is highly hands-on, with a strong focus on execution, while requiring the ability to bring a broader organisational lens to people decisions. You will: - Own the People Agenda: Independently drive people priorities and conversations for your span, with partnership from the HRBP Lead and a broader organisation lens. - Partner with the Business: Develop a strong understanding of the business, its priorities, teams and people challenges, and translate business requirements into relevant people interventions. - Be the People Pulse on the Ground: Build meaningful relationships across levels through regular employee connects, 1:1 conversations and active engagement with employees and managers. Surface concerns early and proactively act on emerging themes. - Drive Transformation: Partner with the business through organisational changes, leadership transitions, restructuring, team build-outs, workforce planning and evolving ways of working. - Influence through Insight: Use people data to identify trends, hotspots and risks, and translate these insights into clear recommendations and actions for managers and leaders. - Build, Not Just Run: Identify opportunities to improve people practices within the business and independently drive relevant projects and interventions based on the key themes emerging within your function. Roles and Responsibilities: - Talent Management: Drive talent initiatives for the function, identify critical and high-potential talent, and partner with leaders on relevant talent actions and interventions. - Attrition & Retention: Analyse attrition trends, identify red areas and proactively flag high-risk cases. Partner with leaders to build and execute interventions focused on retention of critical and top talent. - Voice of Razors / eNPS: Own the Voice of Razors survey action planning for your function. Deep dive into results, identify key themes and hotspots, work with leaders to build action plans and track progress. - Employee Engagement: Drive employee engagement initiatives across your span, including employee connects, townhalls and other interventions that strengthen employee experience, culture and connection with the organisation. - People Insights & HR Metrics: Analyse relevant people metrics to identify trends, risks and opportunities across the function. Use data alongside on-ground employee insights to provide clear recommendations and points of view to managers and leaders. - Business Unit People Projects: Identify and independently drive people projects based on key themes emerging within the function. These could span talent, engagement, retention, manager effectiveness, org effectiveness, ways of working or other business-specific priorities. - HRBP for the Function: Serve as the key People point of contact for the allotted span. Build trusted relationships with employees, managers and leaders and provide an informed people perspective on business and people decisions. - Stakeholder Management: Partner closely with the Functional Head and relevant managers to identify people opportunities, influence decisions and drive interventions through to successful execution. - Workforce Planning: Partner with business leaders on workforce planning aligned to business priorities, organisational changes and future capability requirements. - Employee Cost / AOP: Own AOP management of Employee Cost for the respective span, partnering with business stakeholders to ensure people investments and workforce plans remain aligned to business requirements. - Change Management: Support the organisation through transformation by assessing people implications, proactively identifying risks and driving effective communication and execution of people interventions. - Performance & Manager Enablement: Partner with managers on people-related priorities including performance conversations, goal setting, employee development, difficult conversations and other manager capability requirements. - 3Ps – Policy, Process & Practices: Drive effective adoption and implementation of People policies, processes and practices within the function, while identifying opportunities to simplify, improve and build better ways of working. Mandatory Qualifications: - 3–5 years of proven HRBP experience, preferably in a fast-paced, high-growth or transformation-oriented environment. - Experience independently partnering with and supporting 200–400 employees across multiple levels of seniority. - Strong business acumen: You understand that an HRBP is a business partner first. You are able to understand business priorities and connect people interventions to business outcomes. - High ownership & bias for action: You don't wait to be told what to do. You identify opportunities, take initiative and move quickly from problem identification to action. - Strong stakeholder management & influencing skills: You are comfortable partnering with senior stakeholders, influencing managers and driving outcomes without relying on formal authority. - Highly employee-centric: You build genuine relationships with employees, are approachable and trusted, and are comfortable being deeply on the ground with the teams you support. - Comfortable with ambiguity and change: You thrive in evolving environments, can operate without complete answers and are able to navigate organisational transformation with agility. - Strong analytical ability: You can analyse people data, identify trends and hotspots, diagnose underlying issues and translate insights into practical recommendations and actions. - You are comfortable handling sensitive employee situations, difficult conversations, conflict and complex people challenges with sound judgement. - Strong communication: You have a clear, approachable and adaptable communication style and can effectively communicate with employees, managers and senior leadership. - Experience across core HR domains including Talent Management, Attrition & Retention, Employee Engagement, Performance Management, Workforce Planning, Change Management and HR Policies & Processes. - Experience in employee cost / workforce AOP management would be valuable. What makes this role different? This is an opportunity to own the people agenda for a meaningful business span end-to-end. You will work closely with senior leadership, be deeply connected to employees on the ground, and have the autonomy to identify and solve people problems that matter to the business. You will get exposure to workforce planning and employee cost/AOP, while also directly shaping talent, organisational effectiveness, engagement and retention. You will have the opportunity to build and implement people practices and projects in a business that is actively transforming. Razorpay believes in and follows an equal employment opportunity policy that doesn't discriminate on gender, religion, sexual orientation, colour, nationality, age, etc. We welcome interests and applications from all groups and communities across the globe. Follow us on LinkedIn & Twitter