Head of HR Business Partner

As the Head of Business Partner, this role holds full ownership of the People Agenda for the assigned Divisions, covering people strategy, talent acquisition, talent development, employee experience, culture, leadership capability, and organizational effectiveness. The role ensures seamless HR operations, strong alignment with business strategy, and strategic advisory to senior leaders to foster a high-performing, transparent, and sustainable organization..

1.Strategic People Partner

• Build and lead the People Strategy for assigned Divisions.
• Lead Workforce Planning including talent needs, future capabilities, organizational design, and productivity.
• Design and drive the full People Agenda: talent, capability, culture, engagement, and performance.
• Act as strategic advisor to Division leaders on people decisions and organizational change.

2. Talent & Hiring Owner

• Build and maintain a high caliber leadership talent pipeline aligned with the Group’s 5year strategic priorities & Develop recruitment plans to meet the unit’s needs for people and human resources.
• Fully accountable for hiring quality, hiring performance, and SLA.
• Lead the end-to-end recruitment process for positions at career levels from SM/SE and below within the unit
• Build and maintain pipeline of future and critical talent; lead Division-level succession planning and Talent Review inputs.
• Partner with senior leaders to anticipate talent risks and craft mitigation strategies.

3. Employee Success & Experience

• Enhance Employee Experience across the full employee lifecycle.
• Serve as the primary contact for people matters within the Division.
• Monitor team health, morale, leadership actions, and organizational energy.
• Lead Engagement, Recognition, and Well-being initiatives

4. Change & Organization Development

• Lead organizational change initiatives and operating model optimization.
• Advise leaders on workforce readiness and organizational impact.
• Drive leadership capability development and change management programs.

5. Culture & Values Champion

• Promote and reinforce company culture within assigned Divisions.
• Lead Diversity, Equity & Inclusion initiatives.
• Build a transparent, collaborative, high-performance work environment.

6. People Governance & Excellence

• Ensure compliance and consistent execution of HR policies.
• Monitor people data and organizational health indicators.
• Oversee the HR cycle: Performance, Compensation insights, Talent Review, Succession, and Engagement.
• Continuously optimize People processes using data and business feedback.

PEOPLE MANAGEMENT

• Responsible for building, developing, and leading the People Partner & Embedded TA team to ensure effective operations and position the team as a true strategic partner to the business.
• Attract, hire, onboard, and retain top talent to create a high-performing team.
• Establish and clearly communicate KRAs/KPIs, goals, action plans, and expectations for both individuals and the function; manage performance and provide regular feedback in line with the annual performance cycle.
• Define capability requirements, conduct assessments, and implement training, coaching, and mentoring programs to support professional and personal development.
• Inspire and recognize team contributions, while monitoring career progression and development plans.
• Oversee workforce planning and cost management for the function, act as a role model, promote corporate culture, and ensure relevant HR programs and offerings are understood and communicated within the team.

Domain Expertise

• Bachelor's degree in Human Resources, Business Administration, or a related field; Master's degree preferred HR certification (e.g., SHRMSCP, SPHR) is a plus.
• 15+ years of progressive HR experience, including experience in a strategic HR Business Partner role and managing HR teams across multiple divisions or regions. At least 10 years experiences in people management
• Demonstrated experience leading HR initiatives and driving organizational change of both divisional and group levels.
• Strong understanding of employments laws and regulations, with experience ensuring compliance across multiple jurisdictions.
• Excellent communication, interpersonal, and leadership skills.
• Proven ability to build and maintain effective relationships with stakeholders at all levels of the organization.
• Experience with HR metrics and analytics preferred.
• Strong background in building recruitment systems, governance, and capability development for HR/People Partners.
• Deep understanding of latest technology recruitment tools, effective hiring processes, metrics and how to deliver successful