trianz is a leading-edge technology platforms and services company that accelerates digital transformations at fortune 100 and emerging companies worldwide in data & analytics, digital experiences, cloud infrastructure, and security. the company has developed a disruptive "ip led transformations" vision, strategy, and business model over the past 3 years. some of the company's ip was recently acquired by aws and its overall business model has taken off sharply in 2024.
trianz is led by sri manchala, a former special forces officer from the indian army and author of crossing the digital faultline trianz , and a team of veterans from well-known firms such as deloitte, hcl, kpmg, wipro, microsoft, tata, aws, ge, etc.
about trianz:
trianz believes that companies around the world face three challenges in their digital transformation journeys - shrinking 'time to transform' due to competition & ai, lack of digital-ready talent, and uncertain economic conditions. to help clients leapfrog over these challenges, trianz has built ip and platforms that have transformed the adoption of the cloud, data, analytics & insights ai.
specifically, the following trianz platforms are changing the way companies approach transformations in various disciplines:
- concierto: a fully automated platform to migrate, manage, and maximize the multi & hybrid cloud. a zero code and saas platform, concierto allows teams to migrate to aws, azure and gcp and manage them efficiently from a single pane of glass. visit for more information
- avrio data to ai platform: avrio is a data to ai saas platform designed to drive data-led transformation at lightning speed. through conversational ai, organizations seamlessly engage with all their data, unlocking real-time insights, and uncovering hidden opportunities and risks-all within one powerful platform. visit to know more.
- pulse: recognizing that workforces will be distributed, mobile, and fluid, trianz has built a 'future of work' digital workplace platform called pulse. visit
since the market launch of this strategy in mid-2023, trianz has experienced enormous growth, success, and recognition.
- some of trianz' built ip in data and analytics was acquired by amazon. since then, trianz has been made an engineering partner of amazon for building/supporting connected ecosystems across multiple aws platforms.
- most recently, trianz and aws have signed a strategic collaboration agreement within which the two companies will work on joint roadmaps/solutions for the cloud; aws will buy trianz concierto in bulk for aws partners to use for migrations; aws will also recommend concierto to their msps and finally, aws professional services and trianz have signed an agreement for joint solutioning and customer delivery. read more: trianz enters into a strategic collaboration agreement with aws to revolutionize cloud adoption and management ()
given all this, trianz is experiencing a significant demand for its sw platforms and consequent growth. to support this growth, trianz has recently raised private equity capital to scale the company over the next several years ( trianz announces strategic growth capital investment by capital square partners ( ). it is now bolstering its senior and mid-level leadership with top talent across gtm, engineering, services, and partnership organizations. we are seeking leaders driven by our purpose - to help customers accelerate digital transformations and build the next generation software and services organization.
trianz accelerating digital evolution
leaders in product engineering, data & analytics consulting, apps & experience consulting, hybrid cloud consulting, it infrastructure services, managed services and it security consulting.
about the role:
we are looking for a proactive and strategic hr business partner to support organization in achieving their objectives through effective people strategies. this role is pivotal in driving talent initiatives, fostering a high-performance culture, and acting as a trusted advisor to leadership within a fast-paced it services / product environment.
key responsibilities:
1. strategic hr partnership
- serve as the primary hr point of contact for a business unit or function.
- partner with business leaders to understand goals and provide hr solutions aligned to business strategies.
- act as a coach and advisor to people managers on employee engagement, team dynamics, and organizational effectiveness.
2. talent management
- drive workforce planning, talent reviews, and succession planning processes.
- collaborate with talent acquisition and l&d to ensure timely hiring and capability building.
- identify high-potential talent and support leadership development initiatives.
3. performance & engagement
- lead the implementation of performance management processes; coach managers on feedback and development.
- design and deliver engagement interventions, pulse surveys, and action planning.
- analyse attrition, engagement, and performance data to proactively address people issues.
4. organizational development & change management
- support change initiatives, culture-building programs, and org structure redesigns as required.
- facilitate org design, role clarity, and competency mapping activities for evolving teams.
5. policy & employee relations
- ensure consistent application of hr policies and procedures.
- manage employee relations cases with fairness and confidentiality.
- act as a mediator and support conflict resolution when needed.
6. hr analytics & reporting
- leverage hr dashboards to provide insights into key hr metrics (attrition, productivity, headcount, etc.).
- provide data-driven recommendations to influence talent and business outcomes.
required qualifications:
- 3-6 years of progressive hr experience, with at least 3+ years in an hrbp role.
- strong exposure to working in an it services, technology or product-based organization.
- proven ability to influence and build strong relationships with senior stakeholders.
- experience in talent management, performance enablement, and employee engagement.
preferred qualifications:
- mba/pgdm from 'premium b-school' in human resources or related field (must).
- familiarity with tools like workday, sap successfactors, power bi, or other hrms/analytics tools.
key skills:
- business acumen, articulate & strong stakeholder management
- employee engagement & experience
- talent planning & succession & performance management
- data-driven hr decision making
- change management
what we offer:
- a high-impact role with visibility across leadership teams
- an opportunity to work in a dynamic, high-growth tech environment
- a collaborative culture that supports innovation and professional growth
