HR Business Partner

Job Summary

The HRBP will work in close, day-to-day support of the Asst Head of HR — the Head of Department for HR — driving execution across four key areas — workforce strategy & planning, hiring, performance management, and talent development. The role translates plans into concrete initiatives (including supporting organizational and process changes), monitors KPIs monthly, and partners with stakeholders on implementation. This is a highly hands-on, close-support role — the Asst Head of HR sets direction; the HRBP is her right hand in making it happen on the ground.

Key Responsibilities

Workforce Strategy & Planning (incl. organizational change management)

• Consolidate headcount, attrition, and org structure data to support planning discussions

• Assist in preparing manpower budget inputs and org design proposals for Asst Head of HR's review

• Support execution of organizational restructures — communication rollout, stakeholder briefings, transition logistics
• Track workforce KPIs (headcount vs plan, attrition rate, cost per hire) and report monthly

Talent Acquisition

• Support end-to-end hiring needs across assigned business units — job requisitions, sourcing coordination, interview scheduling, and offer processing

• Partner with hiring managers to understand role requirements and candidate profiles

• Support further development and expanded use of the ATS as a hiring tool — identifying process gaps and driving adoption among hiring managers
• Monitor hiring KPIs (time-to-fill, offer acceptance rate, source mix) and flag bottlenecks to stakeholders

Performance Management (incl. process/system change management)

• Support execution of performance management cycles (goal-setting, mid-year/annual reviews, calibration logistics)

• Drive adoption of new performance processes, tools, or systems — training rollout, FAQs, change communications

• Coach line managers on performance documentation and difficult conversations
• Track performance-cycle KPIs (completion rates, rating distribution, timeliness) and drive stakeholder follow-through

Talent Development

• Coordinate training needs analysis and roll out development programs designed at leadership level

• Support career pathing and succession/talent review documentation for key talent

• Track development KPIs (training completion, development plan progress) monthly

• Cross-Cutting: KPI Monitoring & Stakeholder Implementation

• Own the monthly KPI tracker across all four areas — consolidate data, highlight variances, prepare summary for Asst Head of HR
• Work directly with business stakeholders to ensure monthly KPI targets are understood and actioned

• Escalate off-track KPIs with root-cause context and recommended next steps
  

Requirements

• Bachelor's degree in HR, Business, or related field

• 3–6 years of HR generalist/HRBP experience

• Strong Excel/data skills — this role is KPI-tracking-heavy
• Prior exposure to hiring, ATS/HR systems, workforce planning, talent programs, or change/process rollouts a plus

Key Competencies

• Flexible & adaptable — comfortable switching between priorities as the Asst Head of HR's needs shift

• High thirst for learning — proactively picks up new HR frameworks, tools, and ways of working without being told

• Strong thinker — connects dots across areas, brings structured thinking to ambiguous problems, not just task execution

• Highly resilient — stays composed and effective under pressure, shifting priorities, or pushback from stakeholders
• Trusted, discreet, and comfortable working in close proximity to leadership decision-making

What This Role Is Not

Strategy, target-setting, and final decisions on org design, hiring plans, performance management design, and development programs remain with the Asst Head of HR. The HRBP executes, tracks, and drives stakeholder implementation against those decisions — while acting as a trusted extension of the Asst Head of HR day to day.