The Role
Senior HR Business Partner for R&D APAC partnering with regional engineering leaders to drive talent management, workforce planning, employee engagement, performance calibration, organisational design, change management, and HR programme delivery across India, Singapore, Australia, Hong Kong, and Japan.
Summary Generated by Built In
About Clearwater AnalyticsClearwater Analytics (NYSE: CWAN) is a global, industry-leading SaaS solution that automates the entire investment lifecycle. With a single-instance, multi-tenant architecture, Clearwater offers award-winning investment portfolio planning, performance reporting, data aggregation, reconciliation, accounting, compliance, risk, and order management. Each day, leading insurers, asset managers, corporations, and governments use Clearwater’s trusted data to drive efficient, scalable investing on more than $6.4 trillion in assets spanning traditional and alternative asset types.Job SummaryThe HR Manager – Mumbai will serve as the primary HR leader for Clearwater Analytics’ Mumbai Centre, owning the full spectrum of HR for the location across all business functions. Reporting to the APAC HR Leader, this is a senior individual contributor role that partners closely with Mumbai-based business leaders to build a high-performance, engaged, and compliant workforce. The role demands a strong blend of HR generalist expertise, stakeholder management, and the ability to translate people data into sharp, insight-led decisions.Key ResponsibilitiesLocation HR Leadership
- Serve as the single point of HR accountability for the Mumbai Centre — owning and delivering the full HR agenda across talent management, employee experience, performance, compliance, and culture.
- Partner with Mumbai business leaders across all functions to understand people priorities and translate them into pragmatic, high-impact HR interventions.
- Act as the primary liaison between Mumbai employees and the broader People & Culture function, ensuring global programmes are localised effectively and employee needs are surfaced to APAC and global HR leadership.
- Represent the Mumbai Centre’s people priorities in regional and global HR forums, contributing to APAC-level HR planning and programme design.
- Design and drive employee engagement strategies for the Mumbai Centre — diagnosing root causes of attrition and disengagement through structured listening, pulse surveys, stay interviews, and manager feedback channels.
- Champion inclusion, recognition, and psychological safety across Mumbai teams; partner with managers on effective onboarding, integration, and long-term retention of critical talent.
- Lead the Mumbai Centre’s response to Employee Satisfaction Survey (ESS) results — developing and tracking location-specific action plans with measurable outcomes.
- Build a strong sense of community and belonging at the Mumbai Centre through engagement initiatives, milestone recognition, and a vibrant culture calendar.
- Guide Mumbai managers through performance calibration, feedback frameworks, PIPs, and improvement planning — coaching leaders to build high-performing, accountable teams.
- Lead talent management processes for the Mumbai population including annual talent reviews, succession planning, career development conversations, and high-potential identification.
- Partner with Talent Acquisition on workforce planning, role architecture, and hiring strategies that meet Mumbai Centre growth objectives.
- Advise on grade structures, career ladders, and compensation benchmarking specific to Mumbai talent markets, working through exception approvals where required.
- Navigate complex employee relations matters with sound judgement, cultural sensitivity, and full alignment to Indian employment laws — including the Labour Codes, POSH Act, Shops & Establishments Act, and relevant Maharashtra-specific regulations.
- Ensure the Mumbai Centre remains audit-ready and compliant across all HR documentation, statutory obligations, and internal policy adherence.
- Manage POSH implementation at the Mumbai location — including ICC constitution, awareness sessions, case management, and reporting.
- Build and maintain a robust HR data dashboard for the Mumbai Centre — tracking headcount, attrition, engagement scores, hiring velocity, tenure, and capability metrics on a regular cadence.
- Leverage AI tools and data analytics platforms to identify workforce trends, predict attrition risk, and surface actionable insights for business and HR leadership.
- Present people data in a compelling, visually clear format to Mumbai business leaders and the APAC HR Leader — translating numbers into narrative and recommendations, not just reports.
- Contribute to APAC-level people analytics initiatives, ensuring Mumbai data is accurate, structured, and integrated into regional reporting.
- Lead and support organisational design, workforce restructuring, and change management initiatives for the Mumbai Centre — ensuring business-driven decisions are executed with care for employee impact and regulatory compliance.
- Collaborate with COEs — Compensation, L&D, Talent Acquisition, and HR Ops — to localise and deploy people programmes tailored to the Mumbai workforce.
- Strong HR generalist background with demonstrated depth across the full employee lifecycle — not limited to one HR function.
- Proven stakeholder management and influencing skills — able to advise, challenge, and partner with senior business leaders with confidence.
- Hands-on knowledge of Indian employment law, including the Labour Codes, POSH Act, and Maharashtra-specific statutory requirements.
- Proficiency in HR data analytics — comfortable working with HRIS data, building dashboards, interpreting workforce metrics, and presenting insights to leadership.
- Familiarity with AI tools and data visualisation platforms (e.g., Power BI, Tableau, Excel advanced analytics, or equivalent) applied to HR use cases.
- Strong presentation and storytelling skills — ability to translate complex people data into clear, decision-ready narratives for senior audiences.
- Proficiency in HRIS platforms, particularly Workday.
- Skilled in change management, facilitation, and communication across seniority levels.
- Exceptional problem-solving and organisational skills; able to manage multiple priorities in a fast-paced, high-growth environment.
- Outstanding verbal and written communication skills in English.
- Bachelor’s degree in Human Resources, Business Administration, Psychology, or a related field; MBA or Master’s in HRM strongly preferred.
- SHRM-SCP, PHR, or equivalent professional HR certification is an advantage.
- 9+ years of progressive HR experience, with at least 4–5 years as a standalone HR generalist or HRBP in a technology, FinTech, or product-led organisation.
- Demonstrated experience managing the full HR mandate at a location or business unit level — not limited to a single HR function.
- Prior experience working in a global or multi-geography organisation; exposure to APAC HR practices is an advantage.
- Proven ability to work independently and navigate ambiguity without a large HR team around them.
- Experience with HR data analytics, dashboard building, or people reporting in a structured business environment.
- Employee Health Insurance and Wellness program
- Maternity and paternity leave.
- Competitive salary, benefits, and special allowances.
- Continual learning and development opportunities for career growth.
Skills Required
- Bachelor's degree in Human Resources, Business Administration, Psychology or related field
- MBA or Master's in HRM
- 12+ years progressive HR experience with at least 6-7 years as an HR Business Partner supporting Engineering, Product, or Technology
- Proven track record partnering with senior R&D or technology leadership in a high-growth, multi-geography SaaS or technology company
- Hands-on experience navigating employment legislation in two or more APAC markets (e.g., India, Singapore, Australia, Hong Kong, Japan)
- Experience managing employee relations, organisational design, and talent management across multiple APAC jurisdictions; exposure to India plus at least one other APAC market
- Proficiency in HRIS platforms, particularly Workday, and strong analytical capabilities with HR data and dashboards
- Strong consultancy, influencing, change management, facilitation, and executive communication skills across time zones and cultures
- SHRM-SCP, PHR, or equivalent HR certification
- Proficiency in Microsoft Office, strong documentation skills, attention to detail, and project management ability
- Outstanding verbal and written English communication skills
What the Team is Saying
Dan
Chief Revenue Officer
Andrew
Client Services Regional Lead
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Cynthia
Global Head of Quality Assurance
Liz
OEMS Product Owner
Alok
Vice President, Head of Client Enablement - Americas
Dori
Senior Vice President, Business Development
Ahmad
Associate Vice President, OEMS Business Analyst
Clearwater Analytics (CWAN)
Souvik Das
Chief Technology Officer
Sandeep Sahai
CEO
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Clearwater Analytics (CWAN) Compensation & Benefits Highlights
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Retirement Support — A 401(k) plan with employer matching (commonly up to 4%) and references to immediate or Safe Harbor vesting indicate solid long‑term savings support. This combination is highlighted across employer materials and job postings.
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Leave & Time Off Breadth — Immediate eligibility for PTO, paid holidays, and volunteer time off is noted, alongside paid maternity and paternity leave. This breadth suggests a well-rounded time‑off framework from day one.
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Parental & Family Support — Paid parental leave is complemented by childcare benefits, a Dependent Care FSA, and amenities such as an onsite Mother’s Room. These provisions point to tangible support for families.
Clearwater Analytics (CWAN) Insights
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The Company
What We Do
CWAN was founded on a simple belief: investment professionals deserve modern technology that actually works for them. Not legacy systems that slow them down. Not fragmented data that creates confusion. But one comprehensive platform that gives you complete visibility and crystal-clear insights. The result? Investment management that works as seamlessly as your investment strategy. Since our founding in 2004, CWAN has been the trusted technology partner powering the world’s leading institutional investors — from insurance companies, asset managers, and hedge funds to asset owners like corporations, endowments, and pension funds managing over $10 trillion in assets.
Why Work With Us
We continue to grow, fueled by a strong foundation, an ambitious vision, and a commitment to delivering exceptional value to our clients, partners, and team members around the world. What started as a bold idea in Boise, Idaho has rapidly transformed into a global presence. We’ve expanded our footprint significantly—now operating out of 24 offices
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Clearwater Analytics (CWAN) Offices
Hybrid Workspace
Employees engage in a combination of remote and on-site work.
Typical time on-site:
Flexible
