Expert, HR Business Partner

Job Purpose
As Expert, HR Business Partner, Ensure that all HR policies, processes, and programs are implemented accurately within the assigned unit; provide direct support to line managers on daily HR matters; and maintain precise data and reporting to enable smooth operations and informed decision making.
Key Accountabilities
1. Operational Excellence & Process Improvement
• Execute all HR processes according to the cycle: performance evaluation, probation confirmation, workforce movement review, record updates, etc.
• Guideline managers to correctly apply HR processes (hiring request, onboarding, probation, performance cycle, disciplinary actions, exit, etc.).
• Ensure all HR records, documents, and data are updated accurately, on time, and in compliance with standards.
• Responsible for recruitment or partnering in recruitment to ensure sufficient resources to execute business plans and meet unit workforce needs for the fiscal year.
• Ensure stable, compliant, and timely HR operations within the unit.
• Support line managers in resolving daily HR issues promptly, reducing operational risks.
2. Talent & Hiring Owner
• Own hiring for the department: build recruitment plans, calibrate interview panels, and assess candidates to the hiring bar; approve offers.
• Lead the end-to-end recruitment process for positions at career levels from SM/SE and below within the unit.
• Track hiring SLAs, quality of hire, time-to-productivity; run bar-raising and interviewer training.
• Experienced in leading a Talent acquisition function that is highly proactive, solution focused, adopts the latest and creative ways to recruit in a collaborative manner.
• Knowledgeable with proven track record in proactively building talent pipeline of critical skills.
• Deep understanding of latest technology recruitment tools, effective hiring processes, metrics and how to deliver successful outcomes in a fast paced, change driven environment.
3. HR Program Support
• Assist in implementing programs such as performance management, engagement surveys, calibration, and talent reviews as guided by Senior Expert/People Partner Lead.
• Monitor progress, remind managers/employees, compile reports, and resolve simple issues within the unit.
• Participate in coordinating cultural, internal, and basic HR communication activities within the unit.
4. Reporting & Data Accuracy
• Collect, input, and reconcile HR data periodically.
• Prepare monthly/quarterly reports using standard templates: staffing, workforce changes, attrition, performance cycles, etc.
• Proactively flag data errors or anomalies related to HR operations.
• Generate accurate data for Senior Expert/Lead to use in analysis and decision making.
5. Labor Relations & Policy Guidance
• Serve as the first point of contact for employees regarding inquiries on benefits, policies, and processes.
• Handle initial employee relations cases of low to medium complexity (policy violations, minor disputes, etc.).
• Provide basic policy advice to managers; escalate complex cases to Senior Expert/Lead.
• Enhance employee experience through consistent, clear, and compliant support.
6. Cross Functional Collaboration
• Work closely with TA, HR Services, C&B, and Learning teams to address unit requests.
• Support onboarding, role transitions, and internal training activities as per unit plans.
• Assist People Partner Lead in small projects or process improvement initiatives within the unit.