Senior Human Resource Business Partner

Role & responsibilities:

• Partner with business unit leaders to understand business strategy, workforce needs and employee experience requirements; translate into HR initiatives and interventions.

• Lead and manage employee relations and grievance matters: provide coaching and guidance to managers and employees, conduct investigations, ensure fair and consistent treatment, manage complex cases and ensure compliance with employment laws and internal policies.
• Own and oversee the employee lifecycle for assigned business units: recruitment / onboarding, engagement, development, mobility, retention, and off-boarding/exit processes, ensuring a positive employee experience, alignment with culture and minimal disruption.
• Drive performance management and appraisal processes: design and implement goal setting, periodic reviews/check-ins, performance dialogues, calibration/moderation sessions, and development plans; partner with managers to ensure timely, fair and effective performance conversations.
• Lead or partner with internal branding and employer/employee branding efforts: build and promote the employer value proposition (EVP), support internal communication of culture and values, collaborate with Talent Acquisition/Marketing to enhance the organisations attractiveness and retention appeal.
• Lead learning & development initiatives: assess learning needs in collaboration with managers, design or deploy development programmes (e.g., leadership, management, functional skills, culture & values), support succession / high-potential talent pipelines and measure outcomes.
• Use HR metrics and analytics (turnover, grievances, performance ratings, engagement, learning uptake) to identify trends, highlight risk areas, propose and implement interventions, and report on HR impact to leadership.
• Build strong relationships and credibility with stakeholders (senior leadership, managers, employees) and partner with HR Centres of Excellence (Compensation & Benefits, Talent Acquisition, L&D, HR Operations) to deliver seamless HR service.

Preferred candidate profile

• 4-8 years of progressive HR experience with a strong generalist background, including significant exposure to employee relations, lifecycle HR, performance management and learning & development.

• Demonstrated ability in employee relations / grievance handling: investigations, conflict resolution, counselling employees and managers.

• Experience driving performance management/appraisal processes and supporting development of managers in performance dialogue.

• Experience with learning & development programmes: needs assessment, design/deployment, measurement of outcomes.

• Experience or exposure in employer branding or internal employee branding initiatives is a plus.

• Comfortable working in a dynamic environment, dealing with ambiguity, multiple stakeholders and changing priorities.

• Analytical skills able to interpret metrics/data, identify insights and act on them.

Preferable Female candidate