The People & Culture (P&C) Business Partner plays a pivotal role in aligning people strategies with business objectives with the assigned functions. This role serves as a trusted advisor and strategic liaison, ensuring the consistent application of P&C policies, practices, and regulatory compliance in alignment with organizational standards and service level agreements.

Beyond operational excellence, the P&C Business Partner provides expert counsel and data-driven insights to functional leaders, proactively identifying opportunities and delivering tailored people solutions that drive performance, engagement, and long-term organizational success.

We are looking for 1-year temporary contracts of open roles

Senior Manager ISC & Corporate functions
Associate Manager - Commercial

WHAT YOU&aposLL BE DOING

1. Strategic P&C Business Partnering

Business Immersion & Influence: strategic partnerships with business leaders through regular touchpoints to initiate and drive people strategies to address business needs both in short- and mid/ long-term and build a high performing team.
Change Leadership: Champion and lead change management initiatives that enhance organizational agility, performance, and alignment with the companys Growth culture.
Integrated HR Solutions: Collaborate with P&C Centers of Expertise (CoEs) and cross-functional teams to co-create and deliver tailored solutions that address business challenges, from organizational design, engagement to talent development.
Stakeholder Engagement & Execution: Influence and align multiple stakeholders to ensure timely and effective execution of the P&C agenda. Act as a trusted partner and advisor, and a coach to business across different levels in the partnering functions.

2. Organization and Workforce planning

Strategic Workforce Planning: Lead headcount planning and organizational design at the functional level to optimize structure, enhance productivity, and enable agile responses to evolving business needs aiming at building both for now and for future.
Talent Acquisition Excellence: Partner with the Talent Acquisition (TA) team to elevate recruitment quality, ensuring the attraction and selection of talent that aligns with our Growth Culture and Growth Competencies.
Insight-Driven Decision Making: Analyze workforce dataincluding turnover trends, headcount plans, and hiring metricsto generate actionable insights and co-create solutions with the TA team that support long-term talent sustainability.

3. Talent and 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 exercise.
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, consistent job descriptions that reflect evolving business needs and career path; give guidance and partner with the business through annual and offcycle review exercises to ensure that we attract, retain, and motivate talents.
Culture & Engagement: Act as a catalyst for the companys Growth culture and partner with the leaders in shaping functional engagement strategies (through engagement survey and action plan). Embed DE&I principles into all people strategies to ensure equitable access to opportunities and fostering 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 our ambition.
Facilitator of workshops andorientation sessions as required to create learning experiences that promote curiosity, ownership, and continuous learning.

4. Employee and Industrial Relations

Employee Relations Leadership: Consult business leaders, people managers and employees on employee relations matters and manage disciplinary processes with fairness, transparency, and alignment to company valuesreinforcing 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 risks and maintaining a culture of integrity and accountability. Advisor to business and employees as required.

WHAT WE&aposRE LOOKING FOR

Bachelor&aposs degree or higher in Social Sciences, Economics, Human Resources Management, or a related field.
Proven track record in Human Resources with:
Associate Manager: Minimum 5 years of HR experience, including 2 years in an HR Business Partner (HRBP) role within a multinational corporation (MNC)
Senior Manager: Minimum 8 years of overall HR experience, with 4 years in an HRBP role in an MNC
Strong interpersonal, relationship-building and stakeholder management skills.
Highly self-motivated, proactive, detail-oriented, and solution-focused with a strong can-do attitude.
Proficient in data analysis and delivering impactful presentations.
Skilled in Microsoft Office Suite.
Excellent English communication skills, both written and verbal.

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