- Lead HR Business Partnering support for a population of approximately 100 employees across multiple corporate functions, serving as the primary HR partner for business leaders and employees while ensuring alignment between people priorities and broader organizational goals. The role requires balancing both strategic and operational HR responsibilities while maintaining a strong understanding of the business environment and functional objectives.

- Partner closely with senior leaders and functional heads to understand business strategies, growth plans, and operational priorities, translating these into actionable people strategies. Provide ongoing guidance on workforce planning, team structures, and talent requirements to ensure the organization has the right capabilities in place to support current operations as well as future expansion.

- Support the scaling of emerging and niche portfolios by advising leaders on organization design, role clarity, reporting structures, and team effectiveness. Work with stakeholders to create structures that enable collaboration, agility, and accountability while ensuring that teams are positioned to deliver on evolving business objectives.

- Drive the full employee lifecycle for the employee population in scope, including workforce planning, recruitment support, onboarding, performance management, employee engagement, and exit management. Ensure that HR processes are implemented consistently while also adapting them where required to meet the specific needs of the functions supported.

- Collaborate with the talent acquisition team and hiring managers to define role requirements, refine job descriptions, and build strong talent pipelines. Actively support hiring decisions by assessing talent fit, advising stakeholders on market dynamics, and ensuring that recruitment processes are efficient, structured, and aligned with business timelines.

- Ensure a seamless onboarding experience for new hires by partnering with managers to create structured integration plans. Support new employees in understanding organizational culture, expectations, and team dynamics, enabling them to quickly become productive and engaged members of the organization.

- Partner with leaders to drive the performance management process, including goal setting, regular performance discussions, mid-year and annual reviews, and performance improvement planning where required. Provide guidance to managers on delivering constructive feedback, addressing performance challenges, and recognizing high performers.

- Identify capability gaps within teams and work with leaders to create targeted development plans. Facilitate access to learning initiatives, mentoring opportunities, and capability-building programs that strengthen both individual performance and overall team effectiveness.

- Drive employee engagement by maintaining regular interaction with employees and managers, gathering feedback, and proactively identifying potential issues. Support the creation of a positive work environment by addressing concerns early, enabling open communication, and fostering a culture of trust and accountability.

- Act as a trusted advisor to business leaders on a wide range of people matters, including organization design, succession planning, leadership development, and talent strategy.

- Provide thoughtful insights and practical solutions that help leaders make informed decisions while strengthening long-term organizational capability.

- Support employee relations and conflict resolution by guiding managers through complex people situations, ensuring fair and consistent application of policies while maintaining a balanced and employee-centric approach.

- Leverage people data and HR analytics to identify trends related to attrition, engagement, performance, and workforce demographics. Use these insights to recommend targeted interventions that improve team effectiveness and enhance the overall employee experience.

- Collaborate with cross-functional HR teams such as talent acquisition, learning and development, compensation and benefits, and HR operations to ensure seamless delivery of HR programs and initiatives across the organization.

- Contribute to building a high-performance culture by promoting accountability, continuous learning, and strong leadership practices across the teams supported, ultimately enabling the organization to attract, develop, and retain high-quality talent.