The HR Business Partner acts as a strategic advisor to business leaders, enabling business performance through effective people strategies. The role balances the needs of the business and employees by acting as a strategic business partner, employee champion, change agent, and subject matter expert for HR core processes, while ensuring an engaging, compliant, and high‑performance work environment.

Key responsibilities

Strategic Business Partner

• Partner with business leaders to translate business strategy into effective people plans
• Provide data-driven insights on talent, performance, attrition, and organizational risks
• Advise leaders on organizational design, leadership capability, and succession planning
• Contribute to business reviews and planning cycles with a strong people perspective

• Align with the HR Director to provide support on business restructuring, workforce planning, and succession planning.

Employee Champion

• Advocate for a positive and inclusive employee experience aligned with company values
• Drive employee engagement initiatives and follow up on action plans
• Support wellbeing, diversity, and employee programs
• Coach managers on people leadership, feedback, and employee development
• Ensure fair, consistent, and empathetic handling of employee concerns and relations issues

Change Agent

• Support leaders in managing organizational change, growth, and transformation initiatives
• Assess change impact and ensure effective communication and stakeholder readiness
• Coach leaders on change leadership and managing team resilience during transitions
• Enable adoption of new ways of working, processes, and cultural shifts
• Embed global and local HR initiatives into day-to-day business practices

Subject Matter Expert – HR Core Processes

• Serve as the primary advisor to business leaders on HR policies, frameworks, and governance
• Partner with the relevant business lines leaders and guide them throughout the core HR processes, including Workforce planning and resource optimization, Performance management and career development, Talent reviews, succession planning, and internal mobility, Reward, compensation, and recognition governance and disciplinary procedures
• Ensure consistent and compliant application of HR policies and local labor laws
• Partner with HR Centers of Expertise and Shared Services to deliver accurate and timely HR solutions
• Provide expert guidance on complex people cases and risk mitigation
• Monitor effectiveness of HR processes and recommend continuous improvements

- Grade Specific

Professional experience and skills:

• 8–12 years of progressive HR experience, with at least 4–6 years as HRBP, HR Manager, or equivalent strategic HR role
• Proven experience partnering with function managers and line managers
• Hands-on exposure to talent management and succession planning, performance management frameworks, HR financials, engagement and culture initiatives, change management and transformation initiatives
• Experience in medium to large, matrixed, multinational, fast-growing organizations or business services/offshoring environment is preferred.
• Prior exposure to HR Analytics and data-driven decision-making

Qualifications

• Bachelor’s degree in human resources, Business Administration, Psychology, or a related field
• Master’s degree (MBA / HR / Business Administration) preferred
• Professional HR certification (CIPD, SHRM, or equivalent) is an advantage

Personal Skills

• Acts as a trusted and credible advisor, building strong relationships with business leaders and employees with high pace and ability to manage competing priorities
• Confident in challenging leaders constructively while maintaining trust and partnership
• Strong sense of ethics, collaborative and inclusive, fostering teamwork across HR, business, and global stakeholders
• Results‑driven and solution‑oriented, with a focus on sustainable people and business outcomes
• Adaptable, continuously learning and evolving in a transformation-driven environment
• Deeply aligned with organizational values and committed to creating a positive, high‑performance culture