People Partner

Position Summary

We are seeking a commercially minded, experienced and strategic People Partner with around 15 years of progressive HR experience. This role partners closely with business leaders to drive a positive employee experience, lead data-based decision-making, provide trusted HR advisory support, mitigate organizational risk, and ensure fair, consistent, and compliant people practices.

The ideal candidate is a seasoned HR professional with strong business acumen, exceptional stakeholder management skills and experience in employee relations while enabling organizational growth and transformation.

Key Responsibilities

Business Partnership

• Partner with senior leaders to align people strategies with business objectives.
• Provide strategic HR guidance on organizational design, workforce planning, talent management, and change initiatives.
• Coach leaders on performance management, leadership effectiveness, employee engagement, and difficult conversations.
• Support leaders through organizational change, restructuring, and transformation initiatives.

Performance Talent Management

• Drive performance management processes and support managers in performance coaching.
• Partner with Talent Acquisition and Learning teams to strengthen talent pipelines and leadership capability.
• Support succession planning and development initiatives for key talent.

Policy, Compliance Governance

• Ensure compliance with employment laws, company policies, and HR governance standards.
• Review and update HR policies in line with business and regulatory requirements.
• Partner with Legal on high-risk employee matters where required.
• Maintain accurate documentation and ensure confidentiality throughout employee matters.

Employee Experience Engagement

• Partner with leaders to improve employee engagement and foster an inclusive, high-performing culture.
• Analyze engagement survey results and develop action plans with business leaders.
• Support diversity, equity, inclusion, and wellbeing initiatives.

HR Analytics Continuous Improvement

• Analyze workforce metrics, ER trends, attrition, absenteeism, and engagement data.
• Use insights to influence business decisions and improve people outcomes.
• Drive process improvements and standardization across HR practices.

Employee Relations

• Serve as the primary advisor to business leaders and employees on complex employee relations matters.
• Lead investigations into workplace concerns, including grievances, misconduct, harassment, discrimination, and policy violations.
• Recommend appropriate resolutions while ensuring fairness, consistency, and legal compliance.
• Manage disciplinary actions, performance improvement processes, separations, and conflict resolution.
• Identify ER trends and recommend proactive interventions to improve workplace culture and reduce organizational risk.

Minimum Qualifications

• Bachelor s degree in human resources, Business Administration, Psychology, or a related field.
• Masters degree or MBA in HR is preferred.
• Around 15 years of progressive HR experience, with significant experience in HR Business Partnering
• Strong understanding of employment laws, HR policies, and compliance requirements and experience in employee relations
• Experience supporting large, matrixed, or global organizations is preferred.

Required Skills

• Strong business partnering and stakeholder management capabilities.
• Excellent conflict resolution, negotiation, and influencing skills.
• Strong coaching and leadership advisory experience.
• Ability to handle sensitive and confidential matters with discretion.
• Excellent communication, presentation, and interpersonal skills.
• Strong analytical and problem-solving abilities.
• Experience working with HRIS platforms and HR analytics.

Preferred Experience

• Experience supporting technology, financial services, consulting, or multinational organizations.
• Exposure to organizational change, mergers and acquisitions, or large-scale transformation programs.
• Experience leading cross-functional HR initiatives and projects.
• Professional HR certification (e.g., SHRM-SCP, SPHR, CIPD, or equivalent) is an advantage.

Disclaimer : This job posting has been aggregated from external source. Role details, content, and availability are subject to change. Applicants are advised to confirm the latest information directly on the company website before applying.