HR Business Partner

General Role

The HR Business Partner (HRBP) serves as a strategic partner to business leaders, aligning HR initiatives with organizational objectives to drive performance, engagement, and growth.

This role is responsible for end-to-end people management for assigned departments, including workforce planning, headcount management, and recruitment, while also supporting the coordination of training and development initiatives to build organizational capability for the subsidiary.

Key Responsibilities

1.

Strategic HR Business Partnering


* Work closely with business leaders to understand priorities and translate them into HR strategies and actionable plans.


* Provide guidance on organizational design, workforce planning, and talent management.


* Act as a trusted advisor on employee relations, performance management, and change initiatives.

2.

Workforce Planning & Headcount Management


* Partner with business leaders to plan, track, and manage headcount in line with budgets and business needs.


* Monitor organizational structure, hiring plans, and vacancy status.


* Provide insights on workforce trends, productivity, and cost optimization.


* Ensure alignment between headcount plans, financial forecasts, and strategic objectives.

3.

Recruitment & Talent Acquisition


* Lead and manage end-to-end recruitment processes for assigned business units.


* Partner with hiring managers to define role requirements, sourcing strategies, and selection criteria.


* Drive efficient and high-quality hiring outcomes, ensuring a strong candidate experience.


* Monitor key recruitment metrics (time-to-fill, quality of hire, hiring costs).


* Support employer branding and talent attraction initiatives.

4.

Employee Relations & HR Advisory


* Manage employee relations issues, ensuring fair and consistent application of policies.


* Coach managers on people management practices and conflict resolution.


* Ensure compliance with local labor laws and internal HR policies.

5.

Talent Management & Employee Engagement


* Drive performance management processes, including goal setting, reviews, and development planning.


* Support succession planning and talent reviews.


* Implement employee engagement initiatives and action plans based on survey results.

6.

Change Management & Organizational Effectiveness


* Support business transformation initiatives by facilitating people-related interventions.


* Assist in driving change readiness and adoption through communication and training support.

7.

Training Coordination & Learning Support


* Coordinate end-to-end training activities (logistics, scheduling, communication, and tracking).


* Partner with the regional L&D team or vendors to roll out training programs.


* Support Training Needs Analysis by gathering inputs from business stakeholders.


* Monitor training attendance, completion rates, and feedback.


* Maintain acc...