Senior HRBP Specialist

About: Act as the dedicated HRBP for Operations and Back Office, providing and delivering solutions across organization, workforce, performance, talent and employee lifecycle management. The role serves as a key bridge between HR and HOFs/Managers, translating people needs into effective, consistent and data-driven HR solutions.
Responsibility
HRBP Partnering - Operations & Back Office
Serve as the HRBP point of contact for Operations and Back Office, bridging HR and HOFs/Managers.
Meet HOFs/Team Leads regularly to identify people needs and turn them into concrete HR actions.
Advise on and implement structure changes, staffing/shift models (HQ, HUB HCM, HUB HN) and change management.
Handle employee relations (grievances, discipline, conflicts) per Company policy and Labor Law.
Workforce Planning & Org Structure
Manage headcount, HC movements and HRIS data; flag budget and HC utilization risks early.
Work with the HRBP Manager and TA on quarterly/annual workforce plans, including high-volume and seasonal hiring.
Maintain company org charts, the resource allocation file (beTribe) and the Division/Department Functions & Responsibilities charter.
Employee Lifecycle
Deliver weekly new-hire orientation and keep Orientation materials up to date.
Run onboarding and probation KPIs, ensuring every new hire has probation KPIs within week one.
Manage exit data, conduct exit interviews and coordinate exit procedures.
Performance & Talent Management
Run the performance cycle (KPI cascading, mid-year/year-end reviews, calibration); coach managers on feedback and people development.
Run Competency Assessment & IDP (9-box) for promotions; build competency frameworks where missing
Build talent pipelines and succession maps (Team Lead/Manager and above); monitor attrition, hold stay interviews and flag flight risks.
Learning & Development:
Run the annual TNA and deliver BeManager programs end-to-end, from vendor selection to post-training evaluation.
Advise on external training: payment procedures, training commitments and reimbursement.
Manage implemented training programs, including license and access management, account provisioning, communications, and Top Learner recognition.
HR Policies, Processes & HRIS
Prepare weekly/monthly people reports: HC, attrition, hiring and people risks.
Own the monthly HR Report and the monthly/YTD training report.
Other task assignment by Line Manager