Job Purpose
As the Director, HR Business Partner , the incumbent will act as the strategic people advisor to senior leadership and own the full spectrum of People matters for assigned Divisions — including workforce planning, hiring oversight, talent management, culture, leadership capability, employee experience and organizational effectiveness.
You will lead a team of People Partners and Talent Acquisition specialists, ensure high-quality execution of People programs, and serve as the lead for one or a few enterprise-wide People Agenda pillars (e.g., Talent Review, Leadership Development, Culture & Engagement, Workforce Planning Excellence).
Key Accountabilities (1)
- Strategic People Partner
- Collaborate with senior leadership to define and execute People Strategy aligned with business priorities.
- Lead Workforce Planning including talent needs, future capabilities, organizational design and productivity.
- Provide strategic advisory on leadership, organizational health, succession, high-risk talent issues and people implications of major business decisions.
- Translate business strategy into clear People priorities and ensure effective implementation across assigned Divisions.
- Talent & Hiring Owner
- Develop recruitment plans to meet the unit's needs for people and human resources for the finance year
- Lead the end-to-end recruitment process for positions at career levels from SM/SE and below within the unit
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
- Serve as final co-decisioner for critical, leadership and high-impact roles.
- Build and maintain pipeline of future and critical talent; lead Division-level succession planning and Talent Review inputs.
- Partner with senior leaders to anticipate talent risks and craft mitigation strategies.
- Deep understanding of latest technology recruitment tools, effective hiring processes, metrics and how to deliver successful outcomes in a fast paced, change driven environment.
- Employee Success & Experience
- Own the Employee Experience lifecycle: onboarding, performance, development, retention and exit insights.
- Partner closely with Division Heads to uplift managerial capability and leadership behaviors.
- Track organizational health indicators and drive action plans to improve morale, inclusion, engagement and productivity.
- Oversee complex employee relations issues and ensure fair, consistent and compliant resolution.
Key Accountabilities (2)
- Change & Organizational Development
- Lead people aspects of organizational changes, business restructuring and operating model shifts.
- Facilitate leadership alignment, change readiness and communication plans across the Division.
- Drive capability-building programs to support future skills and organizational evolution.
- Culture & Values Steward
- Champion the organization's culture and values; reinforce behaviors expected from leaders and teams.
- Partner with business and People teams to deliver initiatives that strengthen collaboration, trust and high performance.
- Support enterprise DEI and culture-building programs with Division-specific activation.
- People Governance & Excellence
- Ensure compliance with HR policies, People governance standards and audit requirements.
- Monitor People data quality, analytics and insights for decision-making.
- Drive continuous improvement of People processes, policies and tools.
- Consolidate Divisional People insights to inform enterprise People Strategy.
Key Accountabilities (3)
PEOPLE MANAGER
- Oversee human resources planning and execution (headcount & costs) of their function/ sub-function
- Attract, onboard and retain the right talents for a high-performing team
- Establish and communicate sub-function/ function and individual KRAs/ KPIs, goals, action plan, expectations and results to reporting line
- Manage sub-function/ function performance & provide feedback regularly (following the annual performance management cycle)
- Define team's capability requirements and enable team member's professional and personal development through capability assessment, training, coaching & feedback, mentoring, etc.
- Motivate and recognize team members contributions towards the team's shared goals
- Responsible for developing talents within the function/ sub-function
- Act as a role model and promote corporate culture at function/ sub-function level
- Understand & communicate relevant HR offerings to team members
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., SHRMSCP, SPHR) is a plus.
- 12+ years of progressive HR experience, including leadership roles with at least 6 years experiences
- Demonstrated experience in strategic HR Business Partnering.
- Strong understanding of employment laws and regulations.
- Excellent communication, interpersonal, and leadership skills.
- 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.
