Human Resource Business Partner (Senior/Leader)

Workforce Planning & Hiring Support
Partner with TA and line managers to review hiring needs based on the growth plan.
Monitor vacancy lists and provide regular updates on recruitment status.
Participate in developing manpower plans for a function or small studio.
Organization Development Support
Contribute to reviewing organizational design of a function or small studio.
Support building career roadmaps and skill matrices for Artists, Animators, Game Designers and Engineers.
Support managers in updating or reviewing job descriptions to prevent overlaps or gaps.
Recommend role clarity mechanisms when staff frequently move across projects/sites.
Change Management
Develop adoption support plans for policy or structural changes at the team/studio level.
Monitor pulse surveys and employee feedback post-change.
Manage changes related to project transfers across sites or sudden client demand shifts.
Guide managers on sustaining morale and trust during resource reallocation.
Business Insight & Advisory
Analyze HR data (attrition, productivity, absenteeism) at the team/function level.
Connect HR metrics with project operations and provide actionable insights to line managers.
Propose people solutions based on operational and HR data.
Analyze outsourcing-specific metrics: utilization, billable rate, OT trends, project productivity.
Employee Relations (ER)
Manage low-to-mid level ER cases (e.g., interpersonal conflicts, disciplinary warnings, basic violations).
Ensure compliance in handling disciplinary and grievance procedures.
Advise managers on conflict resolution approaches to maintain employee trust.
Analytics Awareness
Build dashboards analyzing retention and performance trends for a function/team.
Interpret HR data to support decision-making for managers.
Proactively flag risks such as key talent attrition or workload imbalance.