Senior HRBP Manager

The Human Resources (HR) Business Partner plays a pivotal role in aligning HR strategies with business objectives across assigned functions. This role serves as a trusted advisor and strategic liaison, ensuring the consistent application of HR policies, practices, and regulatory compliance in alignment with organizational standards and service level agreements.
Beyond operational excellence, the HR Business Partner provides expert counsel and data-driven insights to functional leaders, proactively identifying opportunities and delivering tailored HR solutions that drive performance, engagement, and long-term organizational success.
1. Strategic HR Business Partnering
Business Immersion & Influence:
Build strategic partnerships with business leaders through regular touchpoints to initiate and drive HR strategies that address business needs in the short, mid, and long term, while building high-performing teams.
Change Leadership:
Champion and lead change management initiatives that enhance organizational agility, performance, and alignment with the company's Growth Culture.
Integrated HR Solutions:
Collaborate with HR Centers of Expertise (CoEs) and cross-functional teams to co-create and deliver tailored HR solutions that address business challenges, from organizational design and employee engagement to talent development.
Stakeholder Engagement & Execution:
Influence and align multiple stakeholders to ensure timely and effective execution of the HR agenda. Act as a trusted HR partner, advisor, and coach to the business across different levels within the assigned functions.
2. Organization & Workforce Planning
Strategic Workforce Planning:
Lead headcount planning and organizational design at the functional level to optimize organizational structure, enhance productivity, and enable agile responses to evolving business needs, building capabilities for both current and future requirements.
Talent Acquisition Excellence:
Partner with the Talent Acquisition (TA) team to elevate recruitment quality, ensuring the attraction and selection of talent that aligns with the company's Growth Culture and Growth Competencies.
Insight-Driven Decision Making:
Analyze workforce data-including turnover trends, headcount plans, and hiring metrics-to generate actionable insights and co-create solutions with the TA team that support long-term talent sustainability.
3. Talent & Culture
Performance Management:
Lead the execution of the Performance Management Process (PMP), ensuring timely and quality-driven objective setting, mid-year/year-end reviews, and calibration exercises.
Talent & Succession Strategy:
Drive talent reviews and succession planning to proactively identify and develop future leaders, ensuring business continuity and a strong internal talent pipeline aligned with strategic priorities.
Talent Attraction & Retention:
Partner with relevant stakeholders to support job evaluation processes; develop clear and consistent job descriptions that reflect evolving business needs and career paths; provide guidance and partner with the business through annual and off-cycle review exercises to ensure that the organization attracts, retains, and motivates talent.
Culture & Engagement:
Act as a catalyst for the company's Growth Culture and partner with leaders in shaping functional engagement strategies through engagement surveys and action plans. Embed DE&I principles into HR strategies to ensure equitable access to opportunities and foster a diverse leadership pipeline.
Capability Development:
Collaborate with the Organization Development (OD) team to translate Training Needs Analysis (TNA) into targeted learning interventions that build future-fit capabilities and support the company's ambition.
Learning Facilitation:
Facilitate workshops and orientation sessions as required to create learning experiences that promote curiosity, ownership, and continuous learning.
4. Employee & Industrial Relations
Employee Relations Leadership:
Consult with business leaders, people managers, and employees on employee relations matters and manage disciplinary processes with fairness, transparency, and alignment with company values, reinforcing trust and psychological safety across the organization.
Industrial Relations Management:
Support the delivery of effective Industrial Relations practices, maintaining constructive engagement with works councils and unions.
Compliance & Governance:
Ensure adherence to labor laws, internal policies, and regulatory standards, proactively managing HR risks and maintaining a culture of integrity and accountability. Act as an advisor to the business and employees as required.