HR Business Partner Manager

Schedule: Monday to Friday, Dayshift

Role Overview

It also helps drive culture, leadership capability, and change management efforts across the organization.

• Bachelor's degree in Human Resources, Psychology, Business Administration, or a related discipline
• MBA or relevant postgraduate qualification is an advantage
• Professional certifications such as SHRM-CP/SCP, CHRP, or equivalent are preferred
• Proven experience in HR Business Partnering or other strategic HR functions, with at least 5+ years of relevant experience, including 2+ years of leadership experience.
• Strong background in talent management, organizational development, and employee relations
• Excellent stakeholder management, communication, and influencing skills
• Strong analytical thinking and business acumen
• Experience using HRIS platforms and HR analytics tools is an advantage

Key Responsibilities

• Partner with business leaders to provide strategic HR guidance and support
• Align HR initiatives and programs with business goals and operational requirements
• Support workforce planning and organizational structure initiatives

• Collaborate with recruitment teams to support talent acquisition strategies
• Facilitate performance management processes aligned with business objectives
• Support succession planning and development programs for high-potential employees

• Develop and implement learning and development initiatives
• Drive employee engagement and culture-building programs
• Support leadership development and organizational capability-building efforts

• Lead and support organizational transformation and change initiatives
• Ensure effective implementation of HR programs, policies, and systems
• Promote culture alignment during organizational transitions and business changes

• Handle and escalate complex employee relations concerns when necessary
• Ensure consistent and fair implementation of HR policies and procedures
• Provide guidance on conflict management, disciplinary actions, and workplace issues

• Analyze HR data and provide insights to support business decisions
• Monitor workforce trends, employee engagement, and attrition metrics
• Recommend data-driven HR solutions and improvements
• Ensure compliance with labor regulations and internal company policies
• Stay updated on regulatory and policy changes impacting HR practices