Human Resource Business Partner

Role Overview

The HRBP Manager will serve as a strategic partner to business leaders, leading HR initiatives that align with organizational goals. This role requires balancing strategic advisory responsibilities with hands-on HR management, driving employee engagement, ensuring operational excellence, and supporting a high-performance culture. The HRBP Manager will oversee a team of HRBPs and collaborate closely with cross-functional stakeholders to deliver effective people strategies.

Key Responsibilities

1. Strategic HR Leadership

• Partner with senior business leaders to align HR strategies with business objectives.
• Translate organizational goals into HR priorities and action plans.
• Serve as a liaison between HR Operations and the business
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2. Team Management & Development

• Lead, guide, and mentor HRBPs to deliver high-quality HR support to their respective business units.
• Foster a collaborative, high-performing HR team environment.

3. Talent Management & Acquisition

• Oversee workforce planning in alignment with business needs.
• Support recruitment strategies for critical roles in partnership with the Talent Acquisition team.

4. Employee Engagement & Relations

• Implement engagement initiatives to boost morale, retention, and productivity.
• Provide guidance on complex employee relations issues, ensuring fair and compliant resolutions.
• Maintain a strong employee connect across locations and business units.

5. Learning & Development

• Identify training needs and partner with L&D teams to create targeted development programs.
• Promote leadership and managerial capability-building initiatives.

6. HR Operations & Compliance

• Ensure adherence to labor laws, statutory regulations, and organizational policies.
• Collaborate with HR Operations for smooth payroll, benefits, and leave management processes.
• Drive quarterly and annual performance review processes.
  

7. HR Analytics & Insights

• Monitor HR metrics, analyze trends, and provide actionable insights to leadership.
• Use data-driven decision-making to improve people strategies.

Key Skills & Competencies

• Strong business acumen with the ability to align HR with organizational goals.
• Excellent leadership, communication, and influencing skills.
• Ability to manage multiple priorities in a fast-paced environment.
• Strong problem-solving and decision-making abilities.
• High integrity, confidentiality, and professionalism.

Qualifications & Experience

• Masters/Bachelor’s degree in Human Resources, Business Administration, or related field.
• 5–10 years of progressive HR experience, including at least 3–4 years in an HRBP managerial role.
• Experience in managing multi-location teams and working in a dynamic business environment.