Associate Manager, HRBP

The Role: 

As an Associate Manager, HR Business Partner, you will be the key People Partner for a business/function within the Business Org, owning the people agenda for your span end-to-end with 3-5years of Experience.

You will partner closely with the Functional Head and leaders across the business to understand business priorities, identify people opportunities and independently drive people interventions on the ground. This role is highly hands-on, with a strong focus on execution, while requiring the ability to bring a broader organisational lens to people decisions.

You will:

• Own the People Agenda: Independently drive people priorities and conversations for your span, with partnership from the HRBP Lead and a broader organisation lens.
• Partner with the Business: Develop a strong understanding of the business, its priorities, teams and people challenges, and translate business requirements into relevant people interventions.
• Be the People Pulse on the Ground: Build meaningful relationships across levels through regular employee connects, 1:1 conversations and active engagement with employees and managers. Surface concerns early and proactively act on emerging themes.
• Drive Transformation: Partner with the business through organisational changes, leadership transitions, restructuring, team build-outs, workforce planning and evolving ways of working.
• Influence through Insight: Use people data to identify trends, hotspots and risks, and translate these insights into clear recommendations and actions for managers and leaders.
• Build, Not Just Run: Identify opportunities to improve people practices within the business and independently drive relevant projects and interventions based on the key themes emerging within your function.

Roles and Responsibilities:

• Talent Management: Drive talent initiatives for the function, identify critical and high-potential talent, and partner with leaders on relevant talent actions and interventions.
• Attrition & Retention: Analyse attrition trends, identify red areas and proactively flag high-risk cases. Partner with leaders to build and execute interventions focused on retention of critical and top talent.
• Voice of Razors / eNPS: Own the Voice of Razors survey action planning for your function. Deep dive into results, identify key themes and hotspots, work with leaders to build action plans and track progress.
• Employee Engagement: Drive employee engagement initiatives across your span, including employee connects, townhalls and other interventions that strengthen employee experience, culture and connection with the organisation.
• People Insights & HR Metrics: Analyse relevant people metrics to identify trends, risks and opportunities across the function. Use data alongside on-ground employee insights to provide clear recommendations and points of view to managers and leaders.
• Business Unit People Projects: Identify and independently drive people projects based on key themes emerging within the function. These could span talent, engagement, retention, manager effectiveness, org effectiveness, ways of working or other business-specific priorities.
• HRBP for the Function: Serve as the key People point of contact for the allotted span. Build trusted relationships with employees, managers and leaders and provide an informed people perspective on business and people decisions.
• Stakeholder Management: Partner closely with the Functional Head and relevant managers to identify people opportunities, influence decisions and drive interventions through to successful execution.
• Workforce Planning: Partner with business leaders on workforce planning aligned to business priorities, organisational changes and future capability requirements.
• Employee Cost / AOP: Own AOP management of Employee Cost for the respective span, partnering with business stakeholders to ensure people investments and workforce plans remain aligned to business requirements.
• Change Management: Support the organisation through transformation by assessing people implications, proactively identifying risks and driving effective communication and execution of people interventions.
• Performance & Manager Enablement: Partner with managers on people-related priorities including performance conversations, goal setting, employee development, difficult conversations and other manager capability requirements.
• 3Ps – Policy, Process & Practices: Drive effective adoption and implementation of People policies, processes and practices within the function, while identifying opportunities to simplify, improve and build better ways of working.

Mandatory Qualifications:

• 3–5 years of proven HRBP experience, preferably in a fast-paced, high-growth or transformation-oriented environment.
• Experience independently partnering with and supporting 200–400 employees across multiple levels of seniority.
• Strong business acumen: You understand that an HRBP is a business partner first. You are able to understand business priorities and connect people interventions to business outcomes.
• High ownership & bias for action: You don't wait to be told what to do. You identify opportunities, take initiative and move quickly from problem identification to action.
• Strong stakeholder management & influencing skills: You are comfortable partnering with senior stakeholders, influencing managers and driving outcomes without relying on formal authority.
• Highly employee-centric: You build genuine relationships with employees, are approachable and trusted, and are comfortable being deeply on the ground with the teams you support.
• Comfortable with ambiguity and change: You thrive in evolving environments, can operate without complete answers and are able to navigate organisational transformation with agility.
• Strong analytical ability: You can analyse people data, identify trends and hotspots, diagnose underlying issues and translate insights into practical recommendations and actions.
• You are comfortable handling sensitive employee situations, difficult conversations, conflict and complex people challenges with sound judgement.
• Strong communication: You have a clear, approachable and adaptable communication style and can effectively communicate with employees, managers and senior leadership.
• Experience across core HR domains including Talent Management, Attrition & Retention, Employee Engagement, Performance Management, Workforce Planning, Change Management and HR Policies & Processes.
• Experience in employee cost / workforce AOP management would be valuable.

What makes this role different?

This is an opportunity to own the people agenda for a meaningful business span end-to-end. You will work closely with senior leadership, be deeply connected to employees on the ground, and have the autonomy to identify and solve people problems that matter to the business.

You will get exposure to workforce planning and employee cost/AOP, while also directly shaping talent, organisational effectiveness, engagement and retention. You will have the opportunity to build and implement people practices and projects in a business that is actively transforming.