Job Overview

Direct Reporting line to: Country HR Head

We are looking for a passionate, self-driven and experienced HR Business Partner who can partner with senior management to enhance their managerial capabilities and support their strategic people decisions, such as talent and succession planning, people development and team performance to enable business strategy and drive business results.

As an HR Business Partner, you will manage relationships with internal clients and act as a business partner to them, build high levels of professional credibility and mutual trust, and manage the deployment of appropriate internal and/or external resources to support in delivering business strategy and plans.

Key Job Accountabilities:

Reporting to the Lead HR Business Partner, the HR Business Partner is responsible for the following duties but not limited to:

Manage relationships with internal clients and act as a business partner to them, building high levels of professional credibility and mutual trust, and managing the deployment of appropriate internal and/or external resources to support in delivering business strategy and plans.

Deliver complex analyses of HR data; identify key trends and contribute to the creation of HR insights that enable the diagnosis of business issues, enhancement of employee engagement, and/or improvement of business performance.

Deliver specified complex analyses of external and internal information and analyses of complex resourcing scenarios to support the development of key strategic insights and the development of the strategic workforce plan.

Use the organization's formal development framework to identify the team's individual development needs. Plan and implement actions to build their capabilities. Provide training or coaching to others throughout the organization in own area of expertise to enable others to improve performance and fulfill personal potential.

Provide specialist advice on the interpretation and application of policies and procedures, resolving queries and issues and referring very complex or contentious issues to others.

Contribute to the drafting of HR frameworks and tools within an area of expertise, ensuring compliance with specified design principles, internal policies, and external legal requirements.

Education/Experience:

At least 10 years of relevant experience as HR Generalist/HR Business Partner with built core capabilities in any of the HR functions in Talent & Leadership Development, Performance and Rewards, and/or Employee relations.

Skills/Abilities:

Anticipates and balances the needs of multiple stakeholders. Ensures that own efforts meet the needs and requirements of internal and external stakeholders.

Works to identify all relevant issues and satisfy the interests of multiple stakeholders during the decision-making process.

Sees ahead to future possibilities and translates them into breakthrough strategies. Knows what to prioritize for the greatest strategic impact on the organization. Takes industry and market trends into account in decisions.

Explores possibilities that may impact the team or organization in the future.

Builds partnerships and works collaboratively with others to meet shared objectives. Readily involves others to accomplish goals; stays in touch and shares information; discourages "us versus them" thinking; shows appreciation for others' ideas and input.

Makes sense of complex, high quantity, and sometimes contradictory information to effectively solve problems. Looks at complex issues from multiple angles.

Explores issues to uncover underlying issues and root causes.

Sees the main consequences and implications of different options.

Applies knowledge of business and the marketplace to advance the organization's goals. Clearly understands how own activities relate to critical business drivers.

Monitors business news and market changes for impact on the business or on own expertise area; uses this to shape decisions.

Holds self and others accountable to meet commitments. Accepts responsibility for own work, both successes and failures.

Handles fair share and does not make excuses for problems. Usually meets commitments to others.

Builds strong-identity teams that apply their diverse skills and perspectives to achieve common goals. Holds constructive dialogue with the team regularly; takes multiple perspectives into account when making decisions.

Commits to and prioritizes the team's decisions in most situations; conveys team spirit

Key Responsibilities

• Strategic Workforce and People Planning
• Design, development and execution of the People Agenda, in close collaboration with HR COEs.
• Transformational Change Management
• Synthesizing high-volume, complex information into clear insights
• Anticipating future organizational challenges and proposing alternative responses
• Integrating multiple data points into a cohesive and sophisticated view of complex issues
• Enterprise project management, strategic consulting and change leadership, critical thinking, creativity, data judgment, emotional intelligence, business acumen and relationship management. 

These skills are essential to support leaders navigating organizational transformation, growth, and increasingly interconnected global demands.