The HR Business Partner (HRBP) serves as a strategic advisor to business leaders, aligning human resources strategies with the organization’s goals to drive performance, growth, and employee engagement. Acting as a trusted partner, the HRBP collaborates closely with leadership to understand business priorities and proactively deliver people solutions that support workforce effectiveness, talent development, organizational change, and culture building.

• Partner with business leaders to understand company objectives and translate them into HR strategies.
• Ensure HR initiatives support overall business goals (e.g., growth, innovation, productivity).
• Collaborate on strategic workforce planning to ensure the right talent is in place.
• Identify current and future skill gaps and develop action plans.
• Support succession planning and internal talent mobility.
• Lead or support organizational design and restructuring initiatives.
• Facilitate change management processes and communication strategies during transformations (e.g., M&A, digitalization).
• Coach senior leaders and managers to strengthen leadership capabilities
• Partner with L&D to drive leadership pipeline development.
• Foster a high-performance culture aligned with company values.
• Use data (e.g., engagement surveys) to build targeted retention and engagement strategies.
• Embed DEI principles into HR and business practices
• Support inclusive hiring, development, and leadership representation.
• Use data and insights to drive strategic decisions (e.g., turnover trends, hiring success, DEI metrics).
• Present people-related metrics to support business cases.
• Guide the business in implementing effective performance management systems.
• Ensure alignment between performance goals and business KPIs.
• Act as a trusted advisor to resolve complex employee issues while minimizing legal/compliance risk.
• Provide strategic input on labor relations where relevant.
• Partner with Total Rewards to ensure competitive and fair pay structures.
• Support pay-for-performance strategies and retention incentives.

• Degree in Human Resources, Organization Development/Behavior, Organizational Psychology, Labor Relations, Business Management or similar related discipline preferred
• Demonstrate experience in developing and implementing HR strategies/initiatives to achieve business goals with tangible HR metrics.
• Demonstrate understanding of the business, its levers for growth, its change dynamics and critical success factors.
• Demonstrate experience in analyzing complex data, understand business implications and make recommendations to the management team
• Demonstrate experience and knowledge in both strategic and tactical HR core functions.
• Demonstrate proficiencies in office productivity tools (e.g. Excel, Word and PowerPoint)
• Demonstrate fluency in English (both written and spoken)