Job Purpose

The person in this position serves as a strategic HR advisor to leaders within the assigned business units. Leveraging deep expertise, this role directly addresses complex HR issues, designs and implements streamlined HR solutions to drive unit performance, contributes to leadership capability development, and supports the achievement of critical business objectives.

Key Accountabilities (1)

Strategic People Partner
Translate business priorities into a practical and measurable People Agenda, ensuring execution alignment across HR verticals (COEs).
Lead Workforce Planning for the unit: identify future capability gaps, assess talent risks, and propose strategic solutions (build–buy–borrow).
Serve as thought partner to business leadership: challenge assumptions, recommend strategic interventions, and provide data-driven insights.
Talent & Hiring
Oversee end-to-end hiring needs for key roles within the unit; partner with the STA team to ensure timely, high-quality recruitment outcomes.
Advise hiring managers on talent profiles, assessment methods, and selection decisions.
Monitor talent pipeline health, define critical roles, and drive proactive talent sourcing strategies.
Ensure smooth candidate experience and consistent employer branding across hiring touchpoints.

Key Accountabilities (2)

Employee Success & Experience
Elevate the employee lifecycle through proactive interventions: onboarding, engagement, performance management, internal mobility, and retention.
Identify talent risks, propose retention actions, and partner with leadership to drive employee growth.
Provide coaching to managers on handling employee matters, team dynamics, and conflict resolution.
Facilitate programs to enhance team cohesion, leadership capability, and employee well-being.
Change & Organization Development
Lead or co-lead strategic projects related to organization design, transformation, restructuring, workforce optimization, and capability building.
Act as a catalyst for change: design interventions, manage stakeholder alignment, and ensure smooth execution.
Lead 1–2 assigned People Agenda themes (e.g., performance enablement, leadership development, critical talent management), including solution design and implementation.

Key Accountabilities (3)

Culture & Values Steward
Promote and embody company values, ensuring they are integrated into leadership behaviors, team rituals, and decision-making.
Serve as a cultural ambassador within the unit: identify risks to culture, escalate appropriately, and drive interventions that reinforce the desired culture.
Partner with leaders to build a positive, engaging, psychologically safe environment.
People Governance & Operational Excellence
Ensure compliance with labor regulations, internal policies, and people governance frameworks.
Anticipate and manage high-risk employee relations issues to minimize impact on business operations.
Mentor and coach junior HRBPs; share knowledge, develop tools, and uplift team capability.
Drive process improvement within People Partnering to enhance efficiency, consistency, and service quality.

Key Relationships - Direct Manager
Head/Director - HR Business Partner

Key Relationships - Direct Reports

Key Relationships - Internal Stakeholders
Related COEs, other Divisions

Key Relationships - External Stakeholders
Partners or Vendors providing HR services

Success Profile - Qualification and Experiences
Domain Expertise

Bachelor's degree in Human Resources, Business Administration, or a related field. Master's degree preferred.
HR certification (e.g., PHR, SHRM-SCP) is highly desirable.
12+ years of progressive HR experience, with a focus on strategic HR Business Partnering.
Deep knowledge of the local & regional recruitment market; with good understanding of skills and capabilities required for a range of roles across corporate functions, technology, digital, etc.
Proven track record of hitting hiring goals and forming positive relationships with hiring divisions
Experience in using various recruitment tools and effective hiring processes to drive successful outcome
Demonstrated expertise in HR principles, practices, and employment laws, with a proven track record of successful implementation of HR programs and initiatives.
Exceptional communication, interpersonal, and leadership skills, with the ability to influence and collaborate effectively at all levels of the organization.
Strong analytical and problem-solving abilities, with proficiency in data analysis and reporting.
Ability to thrive in a fast-paced environment, manage multiple priorities, and drive results.

Senior Expert, HR Business Partner