Director - HR Business Partnering - International Business - Banking

Industry : Banking / Financial Services / Broking

Job Description - The role of Director - HR Business Partnering - International Business requires strategic leadership in managing human resources within the financial services industry. This position focuses on aligning HR practices with business objectives to drive organisational success.

Client Details:

The organisation is a prominent name in the financial services industry, specifically within the rating agency sector. It is a large organisation recognised for its expertise and commitment to excellence in delivering innovative solutions.

Description:

The Core HR Business Partner (Core HRBP) will play a critical role in driving the HR strategy across the organization, partnering with business leaders to align people strategies with business goals. This position is responsible for overseeing the full HR lifecycle for the assigned business units, ensuring effective talent management, employee relations, performance management, workforce planning, succession planning, talent management , influencing senior stakeholders for the firmed up talent agenda and organizational development.

Strategic HR Partnership:

- Partner with business leaders to understand organizational goals and develop tailored HR strategies that drive business success.

- Advise leadership on organizational design, workforce planning, and alignment of talent with business objectives.

- Act as a trusted advisor, providing guidance on key and sustainable HR initiatives, including employee engagement, performance management, leadership development, and change management, as also succession planning and development.

Employee Relations & Engagement:

- Serve as the first point of contact for employee concerns, resolving issues with a focus on maintaining positive employee relations.

- Implement employee engagement programs to foster a positive work culture and improve overall morale.

- Handle conflict resolution, disciplinary actions, and performance improvement plans as needed.

Performance Management:

- Lead the performance management cycle, ensuring alignment with business goals and individual development plans.

- Support managers in delivering performance feedback and facilitating career growth discussions.

- Monitor the performance of business units and recommend adjustments or interventions to improve results.

Talent Management:

- Drive talent management, including identification, development, and retention of high- potential talent across levels.

- Lead succession planning and skill mapping to build a strong leadership pipeline and ensure future- readiness

HR Reporting & Analytics:

- Use HR metrics and analytics to track trends, measure the effectiveness of HR initiatives, and provide data- driven recommendations to business leaders.

- Monitor key HR KPIs such as turnover rates, engagement levels, and employee satisfaction to ensure business objectives are being met as also team utilization across delivery teams

Profile:

- Strong business and HR acumen, including strong problem solving skills, critical thinking, and analysis.

- Excellent communication and presentation skills and strong stakeholder management across pockets

- Ability to influence and partner with different levels of the organization to achieve result

- Strong strategic thinking and overview

- Dynamic and inclusive work environment.

- Professional growth and development opportunities.