HR Business Partner

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HR Business Partner

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The HR Business Partner (HRBP) serves as a strategic advisor to business leadership, aligning human resources initiatives with organizational goals. The role is responsible for driving HR strategies, enhancing employee experience, supporting workforce planning, and ensuring compliance with company policies and labor regulations. The HRBP collaborates closely with department heads to deliver effective talent management, performance management, and organizational development solutions.

• Act as a strategic partner to business leaders, providing HR guidance on organizational structure, workforce planning, and talent strategy.
• Implement HR policies, procedures, and best practices in alignment with company objectives.
• Support end-to-end employee lifecycle activities including recruitment, onboarding, performance management, and offboarding.
• Lead and manage employee relations cases, ensuring fair and consistent resolution in accordance with labor laws.
• Drive performance management initiatives, including goal setting, mid-year reviews, and annual appraisals.
• Analyze HR metrics (attrition, engagement, attendance, manpower planning) to recommend improvements.
• Provide coaching and support to managers on leadership, employee engagement, and team development.
• Collaborate with HR Centers of Excellence (COE) such as Recruitment, Learning & Development, and Compensation & Benefits for specialized support.
• Facilitate training needs analysis and coordinate internal/external learning programs.
• Support change management initiatives and organizational development projects.
• Ensure compliance with statutory and regulatory requirements related to employment.
• Promote company culture, values, and employee engagement initiatives.

• Bachelor’s Degree in Human Resources, Business Administration, or a related field.
• Minimum 5–8 years of progressive HR experience, with at least 2 years in an HRBP or advisory role.
• Strong knowledge of HR policies, labor laws, and best practices.
• Excellent interpersonal, communication, and stakeholder-management skills.
• Ability to analyze data and provide strategic recommendations.
• High level of integrity, confidentiality, and professionalism.
• Experience in change management, employee relations, and organizational development is an advantage.

• Strategic Thinking
• Problem-Solving & Decision Making
• Employee Relations Management
• Leadership & Influencing Skills
• Communication & Interpersonal Skills
• Coaching & Mentoring
• Data-Driven HR Approach
• Adaptability & Conflict Resolution