MANAGER I, HR BUSINESS PARTNER

JOB PURPOSE

To serve as a strategic HR partner to corporate functions by driving end-to-end talent strategies, workforce capability development, employee relations, organisational effectiveness, and culture transformation initiatives. The role focuses on ensuring business continuity through effective talent acquisition, talent management, industrial and employee relations practices, change management, and proactive people advisory to support business objectives, strengthen organisational culture, and drive sustainable business performance.

KEY ACCOUNTABILITIES

1. Talent Acquisition & Workforce Planning

• Partner with business leaders to plan workforce requirements aligned with business needs and growth.
• Manage end-to-end recruitment activities including manpower planning, sourcing, selection, onboarding, and hiring governance.
• Ensure timely and quality hiring while improving candidate and hiring manager experience.
• Monitor recruitment performance and recommend improvements.

2. Talent Management & Organisation Development

• Drive talent review, succession planning, and development of key talent and leadership pipeline.
• Lead annual people processes including performance management, promotion, calibration, and talent assessment.
• Identify capability gaps and support development initiatives to strengthen workforce capability.
• Support organisation design and workforce optimisation initiatives.

3. Employee & Industrial Relations

• Act as HR advisor on employee and industrial relations matters.
• Manage disciplinary cases, grievance handling, counselling, performance issues, and separation processes.
• Ensure compliance with employment laws, company policies, and governance requirements.
• Build and maintain positive employer–employee relationships.

4. HR Business Partnering, Culture & Change Management

• Partner with leaders to translate business priorities into effective people strategies.
• Drive culture transformation and employee engagement initiatives to strengthen organisational effectiveness.
• Lead change management activities related to business transformation, restructuring, and workforce changes.
• Support communication, stakeholder engagement, and adoption of organisational initiatives.
• Embed company values and promote a high-performance culture.

5. Strategic Projects & HR Excellence

• Lead and support strategic HR and cross-functional projects.
• Drive continuous improvement, HR digitalisation, and process enhancement initiatives.
• Monitor HR metrics and provide insights for decision-making.
• Ensure effective implementation of HR policies, governance, and service excellence standards.

QUALIFICATIONS / CERTIFICATIONS

Bachelor’s degree in human resources, business administration, law, management, or related discipline

RELEVANT EXPERIENCE

• Minimum 8–10 years of progressive HR experience, with at least 3 years in managerial or HRBP capacity.
• Strong exposure in Talent Acquisition, Talent Management, and Industrial Relations.
• Experience handling recruitment governance, employee relations, disciplinary matters, and strategic workforce planning.

SKILLS

COMPETENCIES