The HR Business Partner (for an IT Business Unit) provides comprehensive HR support across both strategic and operational dimensions, ensuring alignment with business objectives.

This is a hands-on role responsible for end-to-end HR activities across the entire employee lifecycle, including talent acquisition, employee engagement, performance management, and compliance. The HR Business Partner will roll up their sleeves to oversee daily HR operations while proactively driving initiatives that engage stakeholders, streamline workflows, and enhance HR processes for greater efficiency and effectiveness.

Success in this role requires strong initiative, resilience, and grit to navigate challenges and consistently deliver meaningful improvements.

Key Responsibilities:

End-to-End HR Business Partnering

• Provide comprehensive HR support across recruitment, onboarding, performance management, compensation, employee relations, and offboarding.
• Act as a trusted advisor to business leaders, ensuring HR strategies align with organizational goals.

Operational Excellence

• Take ownership of HR operations, ensuring accuracy and timeliness in all processes.
• Collaborate closely with HR Shared Services and Business Operations teams to maintain seamless workflows.
• Proactively identify bottlenecks and implement solutions to streamline processes and improve efficiency.

Stakeholder Engagement

• Build strong relationships with leaders and employees to understand needs and deliver impactful HR solutions.
• Engage stakeholders directly and promptly to resolve issues and achieve results quickly.
• Demonstrate tact, patience, and resilience in managing complex stakeholder expectations.

Process Improvement

• Continuously review and optimize HR processes using data-driven insights.
• Champion automation and best practices to enhance employee experience and operational efficiency.

Talent & Development

• Drive collaborative talent acquisition strategies and manage the full recruitment lifecycle with HR Shared Services
• Develop succession plans and career development programs to build future-ready teams.

Employee Engagement

• Design and implement initiatives to boost engagement, recognition, and retention, working collaboratively with Business Operations team.
• Analyse feedback and translate insights into actionable plans.

Requirements:

• Bachelor’s degree in Human Resource Management, Business Administration, or a related field.
• At least 8 years of relevant HR experience supporting IT Business Units/functions, including business partnering and operational roles, with a strong emphasis on leveraging data analytics for strategic decision-making.
• Experience in supporting an IT Business Unit would be preferred.
• Comprehensive knowledge of HR functions, including compensation and benefits, employee relations and engagement, performance management, talent management, executive/technical training, internship programmes, and scholarship management.
• Demonstrated ability to drive process improvements and manage organisational change.
• Strong analytical thinking, problem-solving skills, and sound decision-making capabilities.
• Proven track record of working both independently and collaboratively with diverse stakeholders.
• Proficiency in MS Office applications (Excel, Word, PowerPoint) and HR/Talent Management systems.
• Excellent communication, interpersonal, and influencing skills.
• High standards of professionalism, integrity, and confidentiality.
• Strong organisational and time-management skills, with the ability to multitask and prioritise effectively.
• Adaptable to change and open to adopting new technologies and processes.
• Resilient, proactive, resourceful, and detail-oriented team player.
• Digitally savvy, with good data literacy.
• Ability to handle sensitive and confidential information with discretion.
• Demonstrates initiative, independence, and a strong sense of responsibility.
• Thrives in dynamic environments and navigates ambiguity with confidence.
• Strong interpersonal, communication, and coaching capabilities.
• Empathetic and people-centric in approach.

Core Competencies & Attributes:

• Proactive Communicator: Goes beyond email. Actively engages stakeholders through calls, meetings, and direct conversations to resolve issues quickly.
• Action-Oriented: Thrives in a fast-paced, dynamic environment; takes initiative to deliver timely solutions.
• Forward-Looking: Anticipates challenges and identifies opportunities for improvement rather than waiting for instructions.
• Results-Driven: Not afraid to step out of comfort zones to achieve outcomes efficiently.
• Strong Communication Skills: Clear, sensible, and empathetic communication across all levels.
• Stakeholder Management: Ability to influence and collaborate effectively.
• Resilience & Patience: Handles challenges calmly and constructively.
• Analytical & Process-Oriented: Uses data to improve workflows and decision-making.

We regret that only shortlisted applicants will be contacted.