About This Role
This People Partner role is for an experienced and strategic HR professional with strong business acumen. The role involves partnering with business leaders to drive a positive employee experience, lead data-based decision-making, and provide trusted HR advisory support, while mitigating organizational risk and ensuring fair, consistent, and compliant people practices.
Responsibilities
- Partner with senior leaders to align people strategies with business objectives
- Provide strategic HR guidance on organizational design, workforce planning, talent management, and change initiatives
- Coach leaders on performance management, leadership effectiveness, employee engagement, and difficult conversations
- Support leaders through organizational change, restructuring, and transformation initiatives
- Drive performance management processes and support managers in performance coaching
- Partner with Talent Acquisition and Learning teams to strengthen talent pipelines and leadership capability
- Support succession planning and development initiatives for key talent
- Ensure compliance with employment laws, company policies, and HR governance standards
- Review and update HR policies in line with business and regulatory requirements
- Partner with Legal on high-risk employee matters where required
- Maintain accurate documentation and ensure confidentiality throughout employee matters
- Partner with leaders to improve employee engagement and foster an inclusive, high-performing culture
- Analyze engagement survey results and develop action plans with business leaders
- Support diversity, equity, inclusion, and wellbeing initiatives
- Analyze workforce metrics, ER trends, attrition, absenteeism, and engagement data
- Use insights to influence business decisions and improve people outcomes
- Drive process improvements and standardization across HR practices
- Serve as the primary advisor to business leaders and employees on complex employee relations matters
- Lead investigations into workplace concerns, including grievances, misconduct, harassment, discrimination, and policy violations
- Recommend appropriate resolutions while ensuring fairness, consistency, and legal compliance
- Manage disciplinary actions, performance improvement processes, separations, and conflict resolution
- Identify ER trends and recommend proactive interventions to improve workplace culture and reduce organizational risk
Requirements
- Bachelor's degree in Human Resources, Business Administration, Psychology, or a related field
- Around 15 years of progressive HR experience, with significant experience in HR Business Partnering
