Mô tả công việc
Business partnering
Act as the single HR point of contact for BU Heads and their leadership teams in business division
Understand the BU's business priorities and keep people priorities with org, capability and headcount implications.
Bring a balanced people perspective to leadership discussions: where talent and organization can unlock growth, what needs attention, and the options to move forward.
Organization and talent
Contribute to org and role changes: assess structure, role clarity and capability fit, recommend options to the leadership, and drive the change implementation
Run talent reviews and succession for critical roles; identify flight risks early and mitigation plans.
Partner with Talent Acquisition on hard-to-fill roles and raise the bar on hiring quality.
Performance, reward and culture
Drive performance and calibration cycles for the BU, holding managers to a consistent bar.
Partner with C&B on pay decisions, promotions and retention cases, using market data to set realistic expectations.
Support managers through difficult conversations: underperformance, exits, conflict.
HRBP operations
Partner with COE on the employee lifecycle: onboarding, transfers, contract renewals and exits, with no gaps between HR, managers and payroll.
Keep BU headcount and HRIS data accurate; deliver monthly people reports (headcount, attrition, hiring status, HR cost) to BU leaders.
Run the COE's people calendar on time: performance cycles, merit review, probation reviews and policy roll-outs.
Make HR work better
Use data and AI tools to simplify HR processes and build a reliable people database for the BU.
Yêu cầu
1. Background & experience:
4-5 years of HR experience, with proven track record of partnering directly with senior leaders
Solid generalist base across org design, performance, reward and employee relations.
Exposure to well-defined HR frameworks and processes, knowing what good looks like and can adapt it to a fast-moving business
2. Core competencies:
Adaptive communication: Clear, concise, adapts to any audience
Data literacy & connect the dots: Comfortable with large and not-so-well-structured data, links business, people and data into the bigger picture.
Learning agility: Eager and quick to learn, and turns learning into better performance.
3. Traits:
Genuine interest in financial services, or a strong curiosity to understand how the business makes money and what drives its results
Comfortable with ambiguity and change, naturally curious & inclined to question the status quo
Ownership mindset: treat the BU's people outcomes as your own, follow through end to end, and take the initiative to close gaps without waiting to be asked.
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