The HR Business Partner will lead and manage all people-related agendas for the assigned business unit, from strategy, acquisition, development, operations, employee relations, engagement, and organisation development. They act as the single point of contact for the employees and managers of the business unit, and to be the bridge between centers of excellence and business units on HR services.

The role supports the full spectrum of HR practices and the development and implementation of HR policies, processes, and programs to address employee needs and optimize business productivity.


Strategy & Planning

  • Strategize and work closely with Unit Head/Leadership team and support in the workforce and budget planning and implementation of the Business plan. Recommend and highlight potential HR-related business opportunities or weaknesses
  • Proactively build and establish a strong relationship with the client group as well as the extended HR community to understand their needs, requirements, and challenges
  • Performs and recommends periodic cost and productivity analyses to support the team’s workforce budgets
  • Facilitate high-level strategic planning sessions with respective BUs.
  • Provide recommendations on people-related strategies

Recruiting & Mobility

  • Recommends and collaborates with line managers to identify internal mobility opportunities and the key positions for hiring, ensuring skills gap competencies are embedded into the hiring and selection process
  • Ensure effectiveness of staffing function or ROI of partnerships with search firms

Leadership & Learning

  • Partner with and counsel BU leadership team to initiate positive changes in people performance and development
  • Provide guidance and support on the delivery of effective training and development initiatives for all employees and the implementation of organizational development undertakings of the BU
  • Support the development and implementation of global talent and leadership programs, including but not limited to leadership development and succession planning
  • Design, develop and implement local talent, leadership, and learning programs, ensuring alignment with global guidelines
  • Facilitate global or in-market learning and process/program orientation sessions for employees and leaders

Employee Relations & Case Management

  • Ensure execution and adherence of principles, practices, and policies to relevant labour and employment law and coach first-line and next-level managers on handling simple to progressive disciplinary issues.
  • Propose changes and additions to HR policies, processes, and programs where necessary

Culture & Engagement, Diversity & Inclusion

  • Develop and implement employee culture & engagement initiatives, including but not limited to company events, interventions based on engagement surveys, etc.
  • Develop and support general HR leadership communications
  • Support the implementation of global D&I policies and programs
  • Support change initiatives and provide input to change management plans where necessary

Careers, Performance & Rewards

  • Monitor, facilitate and provide guidance to their respective BUs on employee movements such as recruiting, job offers, onboarding, promotions, transfer, and separation
  • Partner with the Careers, Performance and Rewards COE to:
    • manage their accounts' compensation plan including benchmarking, banding, ladders, or the best approach for attraction and retention
    • review, update, and keep a competitive benefits offering, and contribute to people cost planning

Skills and Experience:

  • Bachelor’s degree in Human Resources, psychology, business, or any other related field
  • Extensive experience working as an HR Business Partner
  • Experience or knowledge of:
    • Relevant labor laws and practices
    • Talent Management & Org Development
    • Compensation and Benefits
    • Training and Development
    • Change Management
    • HR Tools and systems
  • Exceptional written and oral communication skills; ability to communicate compellingly and with clarity when talking to the team, stakeholders, leaders, and business functions to facilitate smooth and effective dialogues
  • Demonstrable skill for drawing actionable insights from raw information and data; capable of performing standard analyses on existing people management policies and programs and drawing actionable solutions, identifying areas of improvement, and drawing detailed recommendations from those assessments, which will lead to an overall increased performance within the business
  • Strong attention to detail
  • Facilitative and service-oriented approach
  • Highly proficient in the use of MS Word, MS Excel, and PowerPoint
  • Strong experience in at least three HR areas, with the ability to make recommendations and provide solutions to HR concerns