Job Purpose

As the Manager, HR Business Partner, the incumbent will be responsible for implementing the HR partnership strategy for the assigned business units while contributing to the Bank's overall HR strategy. This role ensures the delivery of comprehensive HR solutions and high quality, consistent advisory services that are focused on supporting the business objectives of the designated units.

Key responsibilities

1. Strategic People Leadership

- Translate business strategy into an integrated People Strategy for the department (workforce planning,

capability, succession, engagement).

- Architect in‑depth solutions for complex organizational issues; sponsor strategic HR projects and measure

outcomes.

- Act as trusted advisor to senior leaders on org design, change, and talent architecture (incl. overseas

workforce considerations).

- Manage the implementation of People Partner 2.0 (scope, operating model, standards, metrics) across the

department.

- Drive continuous improvement; codify playbooks and ensure adoption by all HRBP squads.

2. Talent & Hiring Owner

- Own hiring for the department: build recruitment plans, calibrate interview panels, and assess candidates to

the hiring bar; approve offers.

- Lead the end-to-end recruitment process for positions at career levels from SM/SE and below within the unit

- Track hiring SLAs, quality of hire, time‑to‑productivity; run bar‑raising and interviewer training.

- Experienced in leading a Talent acquisition function that is highly proactive, solution focused, adopts the latest

and creative ways to recruit in a collaborative manner

- Knowledgeable with proven track record in proactively building talent pipeline of critical skills.

- Deep understanding of latest technology recruitment tools, effective hiring processes, metrics and how to

deliver successful outcomes in a fast paced, change driven environment.

3. Employee Success & Experience

- Sponsor programs that lift engagement, growth, and leadership effectiveness; resolve escalated ER cases.

- Ensure manager capability (feedback, coaching, performance, career pathways) is consistently strong across units.

4. Change & Organizational Development

- Lead department‑wide change initiatives; ensure communications, stakeholder alignment, and benefits

realization.

- Optimize org structure (spans/layers), role clarity, and capability build for future‑ready teams.

5. Culture & Values Steward

- Embed cultural standards and values; champion inclusion and ethical leadership.

- Set expectations for hiring bar, performance bar, and leadership behaviors; recognize and correct deviations.

6. People Governance & Excellence

- Govern policy compliance, labor law adherence, and audit readiness.

-Run analytics for decisioning (workforce, attrition, productivity); publish dashboards and action plans.

- Standardize and continuously improve HR processes for scalability and consistency

PEOPLE MANAGEMENT

-Supervise workforce planning and execution (headcount & cost) within the department.

- Attract, onboard, and retain talent aligned with organizational culture.

- Build team capability through coaching, feedback, recruitment best‑practice training, interview calibration, and bar‑raising.

- Set and communicate KRAs/KPIs, goals, action plans, expectations, and results for the department and direct reports.

- Manage departmental performance and provide regular feedback (aligned with the annual performance management cycle).

- Identify competency requirements and enable team development through capability assessments, on the job training, coaching, feedback, mentoring, etc.

- Motivate and recognize team contributions to achieve common goals.

- Identify talent and track their capability development and career progression within the department.

- Role model and promote corporate culture within the department.

- Understand and communicate compensation and benefits policies relevant to team members

Success Profile - Qualification and Experiences

- Bachelor's degree in Human Resources, Business Administration, or a related field.

- HR certification (e.g., PHR, SHRM-CP) is a plus.

- 8+ years of HR experience, with a focus on Business Partnering. At least 4 years People Management experiences

- Strong understanding of employment laws and regulations

-Expertise in developing and managing a talent acquisition function for complex, matrix organizations, preferably in the financial services industry.

- Experienced in leading a Talent acquisition function that is highly proactive, solution focused, adopts the latest and creative ways to recruit in a collaborative manner

- Knowledgeable with proven track record in proactively building talent pipeline of critical skills.

- Deep understanding of latest technology recruitment tools, effective hiring processes, metrics and how to deliver successful outcomes in a fast paced, change driven environment.