We are seeking an experienced, proactive, and strategic Human Resources Business Partner (HRBP) to align HR initiatives with business goals within a dedicated segment of our organization.

The HRBP acts as a consultant and trusted advisor to business leaders on all human capital matters, including talent management, organizational development, performance, employee relations, and change management.

This role requires a deep understanding of the business unit's strategy and challenges.

Key Responsibilities:

- Business Alignment: Serve as a strategic partner to designated senior leaders and management teams, translating business priorities into aligned HR strategies and actionable people plans.

- Talent Strategy: Collaborate with business leaders to forecast and plan for talent needs, organizational structure, and capability gaps necessary to achieve future objectives.

- Change Management: Lead and support organizational design, restructuring, and change management initiatives, ensuring effective communication and smooth transitions.

- Workforce Planning: Utilize data and analytics to inform decisions regarding staffing levels, talent deployment, and organizational efficiency.

- Performance Management: Drive the annual performance management cycle, coaching managers on goal setting, performance reviews, feedback delivery, and corrective action plans.

- Talent Review & Succession: Facilitate talent review and succession planning processes to identify high-potential employees, critical roles, and mitigate key talent risks.

- Development: Partner with Learning & Development (L&D) to identify training needs and implement programs that build leadership capability and functional expertise.

- Employee Advocacy: Manage complex employee relations issues, providing objective advice, conducting effective, thorough, and objective investigations, and ensuring fair and consistent application of policies.

- Coaching: Provide leadership coaching to managers on topics such as conflict resolution, team effectiveness, engagement, and legal compliance.

- Culture & Engagement: Champion the company culture and work closely with leadership to develop and execute strategies that enhance employee engagement, satisfaction, and retention.

- Policy Implementation: Ensure consistent understanding and compliance with all company policies, labor laws, and regulatory requirements (local labor codes, POSH, etc.

- HRIS Management: Utilize the Human Resources Information System (HRIS) for accurate reporting, data analysis, and process execution.

- Compensation & Benefits: Provide input and support on compensation, benchmarking, and benefits reviews in partnership with the Compensation team