HR Business Partner

Purpose of this Position Serves as a dedicated HR Business Partner (HRBP) for assigned business units/departments. Deeply understands business operations and team dynamics to act as a trusted consultative partner to line managers on organizational and people initiatives. Delivers end-to-end HR solutions—including recruitment, performance management, talent development, culture engagement, and employee relations.

Through effective facilitation of people processes, alignment mechanisms, and empathetic employee care, this role supports and empowers line managers with essential people management skills to enhance overall team capability and business execution

Major Areas of Responsibility

• Talent Acquisition & Job Design

Partner with hiring managers to define talent profiles, optimize job descriptions (JDs), and consult through the end-to-end recruitment life-cycle, ensuring critical vacancies are filled on time, with high quality, and in full compliance.

• Talent Development & Performance Alignment

Facilitate performance review and calibration cycles to ensure process quality; assist managers in talent identification, reviews, and Individual Development Plan (IDP) tracking to continuously enhance team capabilities.

• Organizational Adjustment & Workforce Planning Support

Engage with line managers in discussing and reviewing organizational structures, role definitions, and annual headcount plans; leverage workforce analytics to inform management decision-making and drive effective execution.

• Culture Engagement & Change Management

Promote core values and execute change communications to deliver HR updates accurately, while observing team climate, offering timely feedback to line managers, and supporting transition measures to enhance employee engagement and mitigate resistance.

• Employee Relations & Manager Enablement

Leverage diverse listening channels to understand employee needs and deliver empathetic care, while empowering line managers with essential people management skills to resolve employee relations issues effectively and compliantly.

Minimum Job Requirements

• Education: Bachelor’s degree or above in Human Resources, Business Administration, Psychology, or a related field.
• Experience:
• Minimum 6 to 8 years of professional HR experience, with a solid track record as an HR Business Partner, CoE, or HR Generalist within a multinational corporate.
• Demonstrated capability to partner with line managers across end-to-end people processes, with the ability to handle highly confidential information and sensitive issues with sound discretion.
• Strong working knowledge of labor regulations, corporate HR policies, and HRIS platforms.
• Prior relevant industry experience is strongly preferred.
• Language: Fluent in English reading/writing/listening/speaking.

Skills n Required Competencies :

• HR Domain Knowledge: Comprehensive knowledge across end-to-end HR people processes (recruitment, performance management, employee relations, talent development, and total rewards), with 1 to 2 core areas of expertise.
• Tools & Digital Literacy: Proficiency in data analytics, presentation, and reporting, alongside practical AI skills.
• Communication & Collaboration: Proven ability to engage stakeholders through 1-on-1 conversation, alignment discussions, and team meetings or workshops for line managers and employees.

Attributes

• Business & Customer Orientation: Customer-centric mindset with genuine curiosity and empathy to understand business operations and team dynamics.
• Intellectual Curiosity & Inclusive Approach: Open-minded, inclusive, and culturally sensitive with high emotional intelligence to build trusting relationships.
• Planning, Execution & Thoroughness: Meticulous, patient, and detail-oriented in handling people matters and data, while demonstrating structured planning and execution capabilities.
• Confidentiality & High Integrity: Demonstrates the utmost discretion, ethics, and tact when handling sensitive/confidential people matters.