HR Business Partner

JOB CONTEXT 

KEY RESPONSIBILITIES

Strategic HR Leadership

• Partner with C-suite and senior leaders to align HR strategies with business objectives, ensuring workforce plans support growth and transformation.

• Lead organizational design initiatives, including restructuring and change management programs.

• Develop and implement HR policies and programs that drive engagement, productivity, and a high-performance culture.

• Partner with Finance, IT, and Legal to align HR processes with business needs (e.g., workforce planning, system integrations).

• Resolve operational conflicts (e.g. hiring freezes vs. talent needs) through data-backed recommendations.

• Lead process change initiatives (e.g. new performance management system rollout) with clear communication and training.

• Act as the escalation point for complex HR inquiries, ensuring timely and accurate resolutions.

• Develop self-service resources (FAQs, knowledge bases, chatbot support) to empower employees and reduce dependency on HR.

• Partner with leadership to enhance employee engagement through recognition programs, career pathing, and wellness initiatives.

• Analyse engagement survey results and co-create action plans with business leaders to drive improvements.

• Advise leaders on people strategies that align with business goals (e.g., workforce planning, retention tactics).

• Provide data-driven insights (e.g., attrition trends, skills gaps) to support decision-making

• Train leaders on HR tools, policies, and best practices (e.g., performance coaching, conflict resolution).

• Develop manager playbooks (e.g., hiring guides, promotion criteria) to ensure consistency and fairness.

• Oversee end-to-end talent acquisition for critical roles, ensuring alignment with diversity and skillset requirements.

• Design succession planning frameworks and leadership development programs to build pipeline readiness.

• Analyze workforce trends (attrition, skills gaps) to forecast talent needs and recommend proactive solutions.

• Resolve complex employee relations issues (e.g., grievances, disciplinary actions) while mitigating legal risks.

• Ensure compliance with labor laws and industry regulations across all locations.

• Promote inclusive workplace practices, addressing bias, harassment, and equity concerns.

• Drive performance management cycles, coaching leaders on goal setting, feedback, and accountability.

• Partner with Compensation & Benefits to design competitive pay structures, incentive plans, and retention strategies.

• Leverage HR analytics to assess program effectiveness (e.g., engagement surveys, turnover metrics).

• Identify training needs and curate L&D initiatives (e.g., upskilling, mentorship programs) to close capability gaps.

• Facilitate leadership workshops and team-building interventions to strengthen collaboration.

• Optimize HR processes (onboarding, exits, mobility) using digital tools 

• Developing comprehensive strategic recruiting and retention plans to meet the human capital needs of strategic goals

• Developing and implementing comprehensive compensation and benefits plans that are competitive and cost-effective for the firm

• Providing overall leadership and guidance to the HR function by overseeing talent acquisition, career development, succession planning, retention, training, leadership development, compensation, and benefits globally

• Ensure data integrity in HR systems for reporting and decision-making.

• Act as a trusted advisor to managers, providing coaching on people management best practices.

• Collaborate with Centers of Excellence (COEs) like Talent Acquisition and Total Rewards to deliver seamless HR services.

• Functioning as a strategic business advisor to the executive / senior management of each business unit or specialty group regarding key organizational and management issues

• Establishing and implementing HR efforts that effectively communicate and support the firm's mission and strategic vision 

• HRBP business intelligence role - HRM Metrics and crafting a HRM Scorecard

• HRBP governance roles - HRM Risk Management and HRM Auditing

• HRBP workplace advocacy – enhancing employee engagement levels

Talent Management & Workforce Planning

Employee Relations & Compliance

Performance & Rewards

Learning & Organizational Development

HR Operations 

Stakeholder Management

Metrics & Analytics

• Define and track HR operational KPIs (e.g., time-to-fill, turnover rates, training completion rates).

• Conduct root-cause analysis on HR process bottlenecks and implement corrective actions.

• Present data-driven insights to leadership on workforce trends and operational efficiencies.

• Develop business continuity plans for critical HR functions

• Manage relationships with HR vendors to ensure service quality and cost efficiency

• Monitor HR operational budgets (e.g., recruitment spend, L&D costs) and optimize resource allocation.

Customer Excellence 

• Act as the primary HR contact for employees and managers, providing timely, accurate, and empathetic support on HR inquiries (e.g., policies, benefits, payroll)

• Partner with business leaders to anticipate workforce needs and align HR services with operational goals.

• Coach managers on HR tools, policies, and best practices (e.g., performance management, conflict resolution).

• Serve as a trusted advisor, balancing employee advocacy with business objectives

• Ensure compliance with labor laws while fostering an inclusive environment.

• Benchmark HR services against industry standards and implement improvements.

JOB PROFILE

Experience & Qualifications

• Minimum of first degree. Master’s degree or Professional Qualifications is compulsory.

• At least 8 years in a similar role in banking, telecommunications, oil & gas or FMCG organization with at least 4 years in HR leadership roles.

• Good knowledge of sales management, banking operations, banking products, & consumer behaviour, and customer Segmentation.

Skills, Capabilities & Personal attributes

• Good problem-solving capabilities 

• Strong interpersonal, influencing and communication skills

• Strong customer service orientation

• Business Acumen

• Strategic HR Leadership

• Employee Relations Expertise

• Influencing & Stakeholder Management

• Change Leadership

• Consulting and Negotiation Skills

• Problem Solving & Decision Making