Human Resources Strategic Partner

The HR Business Partner role is a key position in our organization, responsible for driving business results through effective people management. This individual contributor will be accountable for approximately 200 – 300 employees across various functions and geographies.

This role engages with business leaders to facilitate strategic planning and execution, ideating, conceptualizing, and implementing HR initiatives that drive impactful business outcomes.

• Main Responsibilities:
• Develop and implement people strategies and organizational design to address current and future business challenges and opportunities, supporting business growth and expansion.
• Design and recommend various Compensation & Benefits initiatives to attract and retain top talent.
• Partner closely with business leaders to identify and mitigate risks, developing solutions to address ground-level challenges.
• Review and analyze departmental data to identify trends and recommend data-driven solutions to improve performance, retention, and employee experience.
• Stay up-to-date with the latest industry trends and best practices in HR, recommending and implementing improvements accordingly.
• Implement and track communication plans within the defined area of responsibility.
• Coordinate the performance review and appraisal process, ensuring alignment with business goals and employee development.

Growth Planning and Control:

• Contribute to annual headcount planning and budgeting, ensuring alignment with the Annual Operating Plan.
• Collaborate with Heads of Departments (HODs) to finalize headcount requirements and implement approved plans within budgetary constraints.
• Monitor and track headcount plans to ensure alignment with business needs and budget.

Talent Management and Succession Planning:

• Develop and implement talent management strategies to identify, develop, and retain high-potential employees.
• Create and execute succession planning initiatives to ensure leadership continuity and business sustainability.
• Collaborate with business leaders to identify critical roles and develop plans to mitigate talent risks.

Employee Engagement and Culture:

• Regularly interact with employees across various offices to gauge engagement levels and identify areas for improvement.
• Work with business stakeholders to assess, create, and implement innovative solutions for employee engagement initiatives.
• Identify employee needs and concerns through formal and informal channels and address them promptly.

Exit Management:

• Conduct exit interviews for departing employees, maintaining and analyzing exit interview data.
• Provide feedback and insights gained from exit interviews to identify areas for improvement.
• Track and follow up on agreed improvement areas to enhance the employee experience and reduce turnover.

Rewards and Recognition:

• Coordinate with HODs to design and execute monthly and quarterly rewards and recognition programs.
• Align project plans, communication, and related efforts with HR initiatives to foster a culture of appreciation and motivation.

Project Management:

• Lead and manage HR projects aligned with business objectives, ensuring timely delivery and successful implementation.
• Define project scopes, goals, and deliverables that support business goals in collaboration with senior management and stakeholders.
• Develop project plans and associated communications documents.
• Effectively communicate project expectations to team members and stakeholders in a timely and clear fashion.
• Monitor and report on project progress, identify risks and issues, and implement mitigation strategies to ensure project success.

Key Skills and Qualifications:

• Strong business acumen with a strategic and advisory perspective.
• Ability to understand business strategy and its HR implications, demonstrating strong business judgment.
• Creative insight and practical HR solutions delivery to meet business challenges.
• Results-oriented with a superior ability to execute and creatively solve problems.
• Combined analytical and persuasion skills with the flexibility to work with all organizational levels, including senior management.
• Ability to analyze human capital data to identify business improvement opportunities.
• Strong problem-solving, conflict resolution, and project management skills.
• Ability to multi-task in a fast-paced environment.
• Excellent organizational, written/verbal communication, analytical, and presentation skills.

Educational and Experience Requirements:

• Postgraduate degree in HR/IR from a recognized management institute.
• At least 10 years of relevant HR Business Partnering experience, preferably in a dynamic and fast-paced industry.