HRBP

Role & responsibilities :

Position Summary

The HRBP will work closely with the management team to align people strategy with business strategy.

The role will be responsible for transforming the employee experience, improving retention, building leadership capability, strengthening organizational structure and creating scalable HR processes that support aggressive business growth.

The successful candidate will be expected to act as a strategic advisor to management while also driving execution of key HR initiatives.

Key Business Objectives

The HRBP will be expected to help Mawai achieve:

• Higher employee engagement
• Improved employee satisfaction
• Improved retention of high performers
• Increased employee productivity
• Stronger performance culture
• Better leadership capability
• Improved discipline and accountability
• Fair and transparent Reward & Recognition system
• Defined career growth framework
• Strong succession planning
• Professional organizational structure
• Effective workforce planning
• Improved employee attendance and time management
• Improved customer experience through stronger people practices
• Support for business expansion and scaling

Key Responsibilities

Strategic HR Partnership

• Partner with management to understand business goals and growth plans
• Translate business strategy into people strategy
• Participate in business planning discussions
• Advise leadership on organization design and workforce planning
• Act as a trusted advisor to leadership team

Organization Development & Transformation

• Design and implement organizational structure
• Define reporting hierarchies and role clarity
• Develop competency frameworks
• Build career progression models across functions
• Establish succession planning processes
• Create leadership development programs
• Improve organizational effectiveness

Employee Engagement & Culture

• Measure employee satisfaction and engagement
• Conduct employee feedback and pulse surveys
• Identify employee pain points
• Improve employee experience across the employee lifecycle
• Develop initiatives that strengthen employee morale and commitment
• Create programs that promote collaboration and teamwork
• Strengthen organizational culture

Performance Management

• Design and improve performance management systems
• Define KPI and KRA frameworks
• Introduce objective performance measurement
• Create performance review mechanisms
• Differentiate high performers from average performers
• Improve accountability across teams

Reward & Recognition

• Develop a fair and transparent Reward & Recognition framework
• Design recognition programs for high-performing employees
• Establish employee appreciation initiatives
• Ensure rewards are linked to performance and business outcomes

Talent Management

• Build talent acquisition strategy
• Support hiring plans aligned with business growth
• Improve recruitment quality and speed
• Create employer branding initiatives
• Strengthen onboarding programs

Learning & Development

• Identify capability gaps
• Develop annual training plans
• Build consulting and leadership competencies
• Establish technical and behavioral training frameworks
• Drive continuous learning culture

Retention & Employee Experience

• Analyze attrition trends
• Develop retention strategies
• Recommend policy improvements
• Balance employee flexibility with business productivity
• Improve work environment and employee satisfaction

HR Governance & HR Operations

• Strengthen attendance and leave management
• Improve HR policies and compliance
• Standardize HR processes
• Improve HR metrics and reporting
• Ensure data-driven decision making

Success Metrics

The HRBP will be evaluated on measurable outcomes including:

• Employee Satisfaction Score
• Employee Engagement Score
• Voluntary Attrition Reduction
• High Performer Retention
• Employee Productivity Improvement
• Leadership Development Progress
• Hiring Effectiveness
• Internal Promotion Ratio
• Training Effectiveness
• Customer Satisfaction Impact
• Organizational Capability Development

Preferred candidate profile

Experience

• 10-18 years HR experience
• Minimum 5 years as HRBP, HR Head, OD Lead or Transformation HR role
• Experience in IT Services, Consulting, Technology Services or SAP Consulting organizations preferred
• Experience managing 200+ employee organizations
• Experience in scaling organizations through growth phases

Skills Required

• Organization Development
• HR Business Partnering
• Talent Management
• Performance Management
• Employee Engagement
• Leadership Development
• Change Management
• Workforce Planning
• Compensation & Benefits
• HR Analytics
• Communication & Influencing Skills
• Conflict Resolution
• Coaching & Mentoring