People & Culture Business Partner

People & Culture Business Partner

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The People & Culture Business Partner is responsible for the implementation of HR strategy and the achievement of HR goals. This individual collaborates with internal stakeholders to provide coaching and leadership with the objective of enabling their HR teams to achieve the HR strategy. This role works with internal stakeholders to ensure that the execution of human resources practices is in line with the overall HR strategy.

The People & Culture Business Partner is required to manage and co‑ordinate the HR budget and events calendar for the assigned business unit.

• Ensures implementation of HR policies to ensure compliance.
• Performs pipeline management, accurate people forecasting and resourcing activities in line with the strategic workforce planning model.
• Trains managers on the process of remuneration governance, evaluates and reviews the implementation of the compensation and benefits processes and drives the implementation of all programs.
• Trains and develops managers on the organization’s leadership brand and ensures implementation thereof.
• Works with internal stakeholders to ensure that training and development strategies are in line with business objectives.
• Manages and coordinates HR events calendar, compiles reports and HR metrics.
• Markets the organization’s employee value proposition internally and externally.
• Coordinates and implements employee satisfaction and best‑company‑to‑work‑for surveys.
• Provides ongoing training and education to managers on the performance management process to ensure strategy execution.
• Effectively manages and coordinates the activities of an HR team.
• Observes the external market by analyzing HR trends and recommends improvements to existing procedures, strategies and policies.
• Manages and coordinates initiatives to solve employee and/or management issues.

• Advanced knowledge of strategic HR planning, talent management, and organizational development.
• Advanced knowledge of labor laws, employment regulations, and HR compliance requirements.
• Advanced expertise in performance appraisal processes, goal setting, and performance improvement techniques.
• Advanced knowledge of recruitment strategies, candidate sourcing, and selection methods to attract and retain top talent.
• Ability to handle complex employee relations issues and resolve conflicts.
• Advanced understanding of HR policies, procedures, and best practices.
• Advanced leadership skills to lead and guide the HR team effectively.
• Excellent communication and influencing skills to engage with senior‑level stakeholders.
• Advanced proficiency in managing organizational change and leading change initiatives.
• Ability to make informed and data‑driven decisions that impact HR and organizational outcomes.
• Advanced skills in using HR data and metrics to derive insights and support data‑driven decision‑making.
• Demonstrates high ethical standards and maintains the confidentiality of sensitive HR information.
• Advanced ability to influence and persuade senior leaders to gain support for HR initiatives.
• Eagerness to stay updated with the latest HR trends, industry best practices, and professional development.

• Bachelor’s degree or equivalent in Human Resources or a related field.

• Advanced demonstrated experience as a Senior Human Resources Manager preferably gained within a global IT organization.
• Advanced demonstrated experience leveraging HR systems and technology.
• Advanced demonstrated experience in labor legislation, compensation, organizational planning, organization development, employee relations, safety, training, and preventive labor relations.
• Advanced line manager experience.

On‑site Working

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