HR Business Partner

HR Business Partner (HR Development)

Position Title: HR Business Partner - Corporate HR

Department: Corporate Human Resources

Reports To: CHRO

Sub-Departments Overseen:

• HR Strategy & Governance.
• Organization Development (OD).
• Compensation & Benefits (C&B).
• Learning & Development (L&D).
• Performance Management.

Job Purpose

Responsible for driving the strategic HR agenda across the Group by leading HR Strategy & Governance, Organization Development, Compensation & Benefits, Learning & Development, Performance Management and Manpower Planning functions. The role ensures alignment between corporate HR policies, group-wide HR frameworks, and subsidiary HR operations. Acts as a strategic advisor to business leadership and ensures consistent application of HR practices across all subsidiaries.

Key Responsibilities

• HR Strategy & Governance
  1. Lead the development of the Group HR strategy aligned with business vision and corporate objectives.
  2. Establish corporate HR governance frameworks, policies, and standards.
  3. Monitor compliance with HR policies across all subsidiaries.
  4. Develop annual HR plans, budgets, and KPIs for the corporate HR function and subsidiaries.
  5. Conduct HR audits to ensure adherence to corporate governance and regulatory requirements.
  6. Lead HR transformation initiatives, digitalization projects, and strategic HR improvement programs.
• Organization Development (OD)
  1. Design and optimize organizational structures across the Group.
  2. Lead job analysis, job evaluation, and development of job descriptions.
  3. Develop competency frameworks and ensure alignment with talent management.
  4. Lead culture transformation, change management initiatives, and organizational effectiveness programs.
  5. Conduct organizational assessments and recommend improvements in structure, workflows, and manpower models.
• Compensation & Benefits (C&B)
  1. Oversee development and maintenance of the Group's salary structure and grading system.
  2. Lead annual compensation cycle (salary increments, bonus planning).
  3. Conduct benchmarking studies to maintain competitive compensation positioning.
  4. Ensure consistent application of C&B policies across subsidiaries.
  5. Advise CHRO and executive leadership on pay strategies for attraction, retention, and motivation.
  6. Ensure salary scale compliance and resolve exceptions or deviations.
• Learning & Development (L&D)
  1. Oversee annual training needs analysis (TNA) across subsidiaries.
  2. Lead design and implementation of group-wide L&D strategy.
  3. Manage the Learning Management System (LMS) and ensure effective utilization.
  4. Implement leadership development programs, career pathways, and succession development.
  5. Ensure compliance with learning budgets and training programs.
• Performance Management
  1. Lead group-wide performance management system implementation.
  2. Develop and maintain KPI frameworks for all job levels.
  3. Manage annual performance cycle (goal setting, mid-year review, end-year evaluation).
  4. Ensure calibration sessions are conducted fairly and consistently across subsidiaries.
  5. Provide analytics and reporting on performance results, trends, and improvement areas.
  6. Link performance outcomes to salary increases, promotions, and talent programs.
• Manpower Planning
  1. Support subsidiary GMs and HR Managers in developing annual manpower plans aligned with strategic goals.
  2. Review and align subsidiaries' manpower plans with corporate guidelines and budget constraints.
  3. Ensure consistency of approved headcounts across all HR systems and structure files.
  4. Provide advisory guidance on restructuring, optimization, and new workforce models (outsourcing, automation, etc.).
  5. Ensure manpower planning is integrated with corporate budgeting cycles.
• Additional Responsibilities
  1. Act as the primary HR strategic advisor to subsidiary GMs and HR Managers.
  2. Support subsidiaries in implementing HR strategy, initiatives, and best practices.
  3. Review and monitor HR KPIs across subsidiaries and report to CHRO.
  4. Conduct regular HR governance reviews with subsidiary leadership.
  5. Resolve escalated HR issues from subsidiaries.

Qualifications & Experience

• Education
  1. Minimum Required: Bachelor's degree in human resources, Business Administration, or related field.
  2. Preferred: Master's degree or MBA.
  3. Professional certification (CIPD, SHRM, HRCI) is an advantage.
• Experience
  1. Minimum Required: 10+ years of HR experience, including at least 5 years in a corporate or group HR role.
  2. Proven experience in leading at least three of the following areas: OD, C&B, L&D, PM, HR Policy & Governance.
  3. Preferred: Experience in a holding company or multi-subsidiary organization.
• Skills
  1. Strong strategic thinking and problem-solving skills.
  2. Excellent stakeholder management with senior leadership.
  3. Strong knowledge of HR frameworks, job evaluation, and competency models.
  4. Expertise in compensation systems and performance management.
  5. Excellent communication and presentation skills.
  6. Ability to lead change and transformation initiatives.
• Key Behavioral Competencies
  1. Strategic Leadership
  2. Business Acumen
  3. HR Governance Expertise
  4. Analytical Thinking
  5. Communication & Influence
  6. Change Management
  7. Decision Making
  8. Collaboration & Team Leadership