HRBP Manager

1. Strategic HR Business Partnering & Workforce Planning:
· Partner with Division Heads to translate business plans into workforce, headcount, capability and people priorities.
· Provide senior HR advisory and people insights using headcount, vacancy, attrition, performance and talent data.
· Coordinate integrated HR solutions across TA, C&B/HRSS and other CoEs.
2. Organization Development & Change:
· Lead/support organization design, restructuring, role clarity, spans/layers and workforce moves.
· Drive role/JD governance, competency/career framework and organization capability initiatives.
· Lead change-impact assessment, stakeholder alignment and adoption actions.
3. Performance, Talent & Succession:
· Lead performance, probation/renewal, calibration and PIP governance.
· Facilitate talent review, 9-box, HiPo identification, succession, internal mobility and key-talent retention.
· Coach managers on performance, feedback, development and people decisions.
L&D, Leadership, Culture & Engagement
· Translate capability gaps into TNA and learning priorities; lead leadership and critical-capability programs.
· Lead engagement/eNPS follow-up, wellbeing, culture/core-value and HR internal communication activities.
· Monitor learning effectiveness, manager capability and engagement actions.
4. Employee Relations & HR Governance:
· Advise managers on ER, grievances, performance-related exits and sensitive people matters.
· Drive HR policy/SOP implementation, compliance, data quality and action closure.
· Coordinate end-to-end people solutions with TA, C&B/HRSS, Legal/Compliance, Finance, MarCom and other stakeholders.