Human Resource Business Partner

Role Overview
The HR Business Partner (HRBP) is responsible for building, operating, and continuously improving the company's HR functions, with a strong focus on internal HR system enhancement, workforce effectiveness, and operational excellence. This role oversees talent acquisition, organizational development, training, compensation & benefits operations, and employee relations to ensure a strong, engaged workforce that supports the company's sustainable business growth.
Key Responsibilities
1. Talent Acquisition & Employer Branding
Develop recruitment strategies and talent attraction plans aligned with each stage of the company's growth.
Lead and optimize end-to-end recruitment operations to ensure hiring effectiveness and quality.
Build and strengthen the employer brand across multiple channels, including social media, communities, events, and university partnerships.
2. Organizational Development & Learning
Design competency frameworks and capability development programs for employees and management teams.
Build career pathways, succession plans, and leadership pipeline development initiatives.
Implement internal training programs aligned with KPIs to enhance organizational performance and employee growth.
3. Performance Management & Process Improvement
Coordinate and monitor periodic performance evaluation processes across the organization.
Collect and consolidate performance data to support analysis and continuous improvement initiatives.
Support the implementation of training and talent development programs.
Propose and execute initiatives to improve HR operational efficiency and employee experience.
Standardize HR processes and documentation systems to ensure consistency and scalability.
4. HR Policies & C&B Operations
Advise leadership on HR strategies, policies, and initiatives to optimize the company's HR framework.
Develop, review, and continuously improve internal policies and procedures to ensure legal compliance and alignment with the fast-paced tech environment.
Oversee the full employee lifecycle administration, including labor contracts, amendments, compensation adjustments, promotions, offboarding procedures, personnel records, and benefits administration.
Ensure HR data accuracy, integrity, and timely updates.
Collaborate closely with the Finance & Accounting team to ensure payroll and benefits processes are executed accurately and on time.
5. Employee Relations & Engagement
Act as a trusted bridge between employees and leadership, fostering transparent two-way communication.
Proactively cultivate a positive, inclusive, and engaging work environment.
Handle employee grievances, conflicts, and internal issues objectively and effectively.
Monitor, analyze, and report employee relations metrics to support organizational health and engagement initiatives.