HR Business Partner (HRBP)

Benefits: Birthday Leave, Cash Benefits & Performance Bonus

Key Responsibilities:

• Business Alignment: Participate in business planning to understand departmental goals and provide HR solutions that drive performance.
• Skill Gap Analysis: Conduct quarterlySkill Gap Audits to identify discrepancies between current capabilities and future strategic goals.
• Workforce Planning: Partner with managers on succession planning and identifying “high‑potential” talent to ensure a robust leadership pipeline.
• Development Roadmaps: Collaborate with department heads to create team roadmaps, ensuring technical and soft skills are scaled ahead of business needs.
• Career Pathing: Design and maintainCareer Architecture Models (levels, competencies, and expectations) to provide employees with a clear “line of sight” for their growth.
• Internal Mobility: Facilitate internal talent marketplaces, encouraging lateral moves that broaden employee skill sets and improve retention.
• Growth Coaching: Coach managers on delivering effectiveCareer Conversations, moving beyond annual reviews to continuous, growth‑oriented coaching.

Change Management & Strategic Communications

• Communication Design: Act as the primary “Change Architect” for people initiatives, ensuring career path changes or development programs are communicated with clarity and empathy.
• Data‑Driven Reporting: Synthesize complex organizational data into actionable reports for leadership, highlighting theROI of development spend.
• Culture & Engagement: Analyze trends and metrics (engagement data, turnover, etc.) to develop programs that improve workplace culture and organizational health.

Operational Excellence & Relations

• Performance Consulting: Provide daily guidance to line management on coaching, counseling, and disciplinary actions.
• Employee Relations: Manage and resolve complex employee relations issues through thorough and objective investigations.
• Compliance: Maintain in-depth knowledge of legal requirements to reduce risk and ensure regulatory compliance.

Requirements:

• Education: Bachelor’s degree in HR, Business Administration, or related field.
• Experience: 5‑7 years of progressive HR experience, with a focus on talent development and business partnering.
• Technical Skills: Proficiency with HRIS platforms and data visualization tools to track “skill silos” and organizational agility.