Sr. People Partner

About the Role: ABOUT RIALTICRialtic is an enterprise software platform empowering health insurers and healthcare providers to run their most critical business functions. Founded in 2020 and backed by leading investors including Oak HC/FT, F-Prime Capital, Health Velocity Capital, and Noro-Moseley Partners, Rialtic's best-in-class payment accuracy platform brings programs in-house and helps healthcare organizations gain full control over processes traditionally managed by fragmented vendors. Today, we partner with leading healthcare insurers and providers to tackle a $1 trillion problem — reducing costs, increasing efficiency, and improving quality of care. Learn more at www.rialtic.io. Rialtic is integrating two legacy organizations, and this role sits at the point where that integration meets the people living through it. The merger brought together teams with different operating rhythms, different manager expectations and different ideas about how things get decided. Harmonizing that is not a policy exercise. It happens one team, one manager and one difficult conversation at a time and it is the substance of this job. You will work with business leaders on how their teams are structured, who is at risk of leaving, where capability is thin, and which cultural differences are worth preserving rather than flattening. Alongside that, you own the operational backbone for your teams, roughly 40% of your time. But it is not the center of the role. We are looking for someone who has already sat across from a business leader and been useful, ideally through a merger, restructure or period of significant change.

How the Role Is Weighted: Stated openly, because a candidate who understands the mix upfront is the one who stays.

At a glance: The role starts at 60% strategic/business partnering and 40% operations, moving to 75% strategic/business partnering and 25% operations from Year 2 onward. Your scope will grow from agreed teams at joining to an entire business unit, with increasing responsibility for integration, organization design, automation, and process improvement. Reducing operational workload through smarter processes and automation is an explicit expectation of the role. The operational 40% reduces through automation and process design. We expect you to make it smaller. That is part of the job, and progress on it is one of the things we will review.

Key Responsibilities: Business Partnering Partnering with business leaders

• Act as the named HR partner for your teams. Build relationships where leaders bring you problems while they are still small.
• Work with leaders on team structure, span of control, role clarity and capability gaps before a requisition are raised
• Identify attrition risk, team friction and manager capacity issues, and bring a recommended course of action rather than a flag.
• Support workforce planning for your teams: what roles are coming, what the market looks like, and whether the structure is right.
• Partner with Talent Acquisition on hiring strategy, interview design and offer decisions for your teams. Merger and integration
• Support the integration of the combined organization: help translate harmonization decisions on levelling, titles, policy and ways of working into something managers can actually explain to their teams.
• Identify where legacy-organization differences are creating friction — in decision-making, communication norms or manager expectations, and work with leaders to address them.
• Track retention risk among employees from both legacy organizations during integration, and act on it early. Integration attrition is usually visible months before it happens.
• Help managers lead teams whose members came from different organizations, with different assumptions about how work gets done.
• Contribute to building a shared culture rather than defaulting to either legacy organisation’s norms. Performance, capability and culture
• Coach people managers through performance conversations, feedback, probation decisions and difficult discussions. Some of our managers are first-time managers managing India teams; this is where the role adds value fastest.
• Drive the performance cycle for your teams: goal-setting, reviews, calibration support and follow-through on outcomes.
• Own the onboarding experience as a design problem: the 30-60-90 framework, check-in cadence measured on time to productivity, not completion rates.
• Contribute to the People Agenda: engagement, retention, wellbeing and culture, aligned to what the business needs this quarter. People data
• Build and maintain dashboards for your teams, headcount, attrition, time-to-productivity, engagement signals, integration indicators and use them in conversations with leadership rather than reporting them after the fact.
• Bring the data to the business before they ask for it. The test is whether a leader changes a decision because of something you showed them.

Key Responsibilities: Operations You are accountable for these running well. That is not the same as executing every step personally, expect to automate and simplify, and to be judged on whether the outcomes hold.

• Own onboarding end to end for your teams. Run onboarding week, keeping content current as the organization changes. During integration this includes making sure new joiners get one coherent story about the company, not two.
• Administer benefits: group health insurance, benefits cards and KYC, and the Employee Assistance Programme.
• Own renewal dates, billing cycles and service levels. Lead renewals and negotiate terms rather than letting agreements auto-renew.

What We’re Looking For: Essential

• MBA in Human Resources.
• 5–8 years in HR, including at least two years as the named HR partner for a business team or function.
• The judgement to hold a position with a senior leader who disagrees, and to be useful rather than merely responsive.
• Solid HR operations grounding across onboarding, lifecycle, benefits and compliance: you have run these yourself, not only overseen them.
• Comfort with people data: able to build a dashboard, read it, and say what it means for a business decision.
• Excellent written and verbal communication; strong Excel and PowerPoint.
• Willingness to work hybrid, 3 days per week from the Hyderabad office Preferred
• Technology or healthcare technology environment
• Experience supporting an organisation through significant change like merger, acquisition, integration, restructure or rapid scaling. You have worked with people during a period when the answers were not settled.