Business HR Manager - Construction Business

Business HR / HR Business Partner

Overview:

The Business HR / HRBP supports business leaders and employees by driving HR programs, ensuring compliance, and enabling organizational effectiveness. This role focuses on employee relations, performance management, HR operations, policy implementation, and workforce development-excluding talent acquisition responsibilities.

Key Responsibilities:

1. HR Business Partnership

- Partner with business leaders to understand workforce needs and provide HR solutions aligned with business goals.

- Provide guidance on organizational design, workforce planning, and change management.

- Support leadership teams with insights using HR analytics and dashboards.

2. Employee Relations

- Act as the first point of contact for employee queries, grievances, and conflict resolution.

- Conduct investigations for employee complaints in line with company policy.

- Promote a positive workplace culture and support engagement initiatives.

3. Performance Management

- Drive the performance management cycle (goal setting, mid-year reviews, appraisals).

- Coach managers on performance conversations and improvement plans (PIPs).

- Collaborate with leadership to identify high performers and manage low performers.

4. Learning & Development (Non-TA)

- Identify skill gaps and support implementation of training and development initiatives.

- Coordinate and track training programs, leadership development, and compliance training.

- Support employee onboarding experience (excluding sourcing/hiring activities).

5. Compensation & Benefits Support

- Assist in annual salary revisions, bonus cycles, and compensation benchmarking.

- Ensure employees understand C&B policies and support queries.

- Work with the C&B team on local implementation of global programs.

6. HR Operations

- Manage employee lifecycle processes (onboarding support, confirmation, exits).

- Ensure accurate HR data management in HRIS systems.

- Generate reports on absenteeism, attrition, and HR metrics.

7. Compliance & Policy

- Ensure compliance with labor laws, company policies, and statutory requirements.

- Support audit readiness and documentation.

- Assist in creation/updating of HR policies and standard operating procedures.

Key Skills & Competencies:

- Strong understanding of HR processes (excluding recruitment).

- Excellent communication and stakeholder-management skills.

- Problem-solving approach with the ability to influence senior stakeholders.

- Knowledge of labor laws and HR compliance.

- Analytical mindset; experience using HR dashboards or Excel.

- High integrity and confidentiality.