Job Purpose

As Expert, HR Business Partner, Ensure that all HR policies, processes, and programs are implemented accurately within the assigned unit; provide direct support to line managers on daily HR matters; and maintain precise data and reporting to enable smooth operations and informed decision making.

Key Accountabilities (1)

Operational Excellence & Process Improvement
Execute all HR processes according to the cycle: performance evaluation, probation confirmation, workforce movement review, record updates, etc.
Guideline managers to correctly apply HR processes (hiring request, onboarding, probation, performance cycle, disciplinary actions, exit, etc.).
Ensure all HR records, documents, and data are updated accurately, on time, and in compliance with standards.
Responsible for recruitment or partnering in recruitment to ensure sufficient resources to execute business plans and meet unit workforce needs for the fiscal year.
Ensure stable, compliant, and timely HR operations within the unit.
Support line managers in resolving daily HR issues promptly, reducing operational risks.
Recruitment Execution
Manage the full recruitment life-cycle, from initial candidate assessments to interviews and offer management
Source top talents using a variety of creative techniques and create pipeline for passive candidates via different platforms
Manage the recruiting pipeline, including determining resource status and needs, coordinating recruiting events and sourcing activities, assessing, and managing referral processes
Create, build, and maintain networks of potential passive candidates to fill future anticipated and planned roles
Demonstrate judgment and accuracy in assessing potential candidates against requirements
Support candidate management throughout the recruitment process and coordinate with the Onboarding team in accepting new employees to ensure the best experience for new hires

Key Accountabilities (2)

HR Program Support
Assist in implementing programs such as performance management, engagement surveys, calibration, and talent reviews as guided by Senior Expert/People Partner Lead.
Monitor progress, remind managers/employees, compile reports, and resolve simple issues within the unit.
Participate in coordinating cultural, internal, and basic HR communication activities within the unit.
Reporting & Data Accuracy
Collect, input, and reconcile HR data periodically.
Prepare monthly/quarterly reports using standard templates: staffing, workforce changes, attrition, performance cycles, etc.
Proactively flag data errors or anomalies related to HR operations.
Generate accurate data for Senior Expert/Lead to use in analysis and decision making.

Key Accountabilities (3)

Labor Relations & Policy Guidance
Serve as the first point of contact for employees regarding inquiries on benefits, policies, and processes.
Handle initial employee relations cases of low to medium complexity (policy violations, minor disputes, etc.).
Provide basic policy advice to managers; escalate complex cases to Senior Expert/Lead.
Enhance employee experience through consistent, clear, and compliant support.
Cross Functional Collaboration
Work closely with TA, HR Services, C&B, and Learning teams to address unit requests.
Support onboarding, role transitions, and internal training activities as per unit plans.
Assist People Partner Lead in small projects or process improvement initiatives within the unit.

Success Profile - Qualification and Experiences
Domain Expertise

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, preferably in a Business Partner or generalist role.
Strong understanding of HR principles, practices, and employment laws.
Excellent communication, interpersonal, and relationship-building skills.
Ability to work effectively in a fast-paced environment and manage multiple priorities.
Proficiency in HRIS and Microsoft Office applications.
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