hr strategic partner

Advansys ME

Role Purpose
 
The HR Business Partner (HRBP) acts as a strategic advisor to business leaders, driving organizational effectiveness through workforce planning, rewards strategy, and data-driven people decisions. This role partners closely with leadership to design and implement HR initiatives that strengthen capability, optimize performance, and ensure competitive and equitable compensation structures.
 
A key focus of the role is Rewards, Compensation Benchmarking, Workforce Insights, and People Analytics, while also supporting broader HR Business Partner responsibilities across talent, engagement, and governance.
 
Key Responsibilities
 1. Strategic HR Partnership
 Act as a trusted advisor to senior leaders, aligning people strategies with business objectives.
 Translate business needs into actionable HR solutions and implementation plans.
 Lead strategic workforce planning, talent pipeline development, and succession planning.
 Support organizational design, transformation, and change management initiatives.
 
2. Rewards, Compensation & Benefits (Primary Focus)
 Lead the annual compensation cycle, including salary review and promotion processes.
 Conduct internal pay equity analysis to ensure fairness, consistency, and compliance.
 Manage market benchmarking, salary surveys, and job evaluation activities to maintain competitive reward structures.
 Design and recommend reward strategies, including short-term incentives, long-term incentives, retention plans, and performance-linked rewards.
 
3. People Analytics & HR Insights (Primary Focus)
 Develop and maintain HR dashboards covering headcount, turnover, hiring, productivity, and workforce health metrics.
 Provide data-driven insights and recommendations using trend analysis and predictive analytics.
 Lead compensation analytics, salary modeling, and internal benchmarking exercises.
 Ensure data accuracy, integrity, and reporting compliance across HR systems.
 
4. Talent Management & Development
 Partner with leaders to identify capability gaps and support individual and team development plans.
 Facilitate performance management cycles and ensure consistent application of frameworks.
 Support learning, leadership development, and succession initiatives aligned with business needs.
 Coach managers on talent development, employee engagement, and performance improvement.
 
5. Employee Relations & Engagement
 Serve as a key point of contact for complex or sensitive employee relations matters.
 Promote a positive, inclusive, and high-engagement work environment.
 Provide guidance on HR policies, procedures, and best practices.
 Partner with managers on conflict resolution, disciplinary actions, and performance issues.
 
6. HR Governance, Compliance & Processes
 Ensure HR practices comply with local labor laws and internal policies.
 Lead HR audits, policy reviews, and continuous process improvements.
 Implement HR frameworks that support consistency, scalability, and operational excllence
 Requirements
 Bachelor’s degree in Human Resources, Business Administration, Economics, Finance, or a related field
 6+ years of progressive HR experience
 At least 3 years of experience in an HR Business Partnering or Rewards-focused role
 Strong background in Compensation & Benefits and HR Analytics
 Hands-on experience with compensation cycles, salary reviews, and pay equity analysis
 Experience in salary structure design, job evaluation, and compensation benchmarking
 Advanced Excel skills and experience using HRIS and analytics tools
 Ability to develop dashboards, reports, models, and forecasts using HR data
 Strong understanding of labor laws, HR policies, and compliance requirements
 Proven ability to partner with senior leaders and influence key business decisions
 Strategic thinking with strong business acumen
 Excellent interpersonal, communication, and stakeholder management skills
 High integrity with the ability to handle confidential information
 Strong analytical mindset with attention to detail
 Strong problem-solving skills with a continuous improvement mindset
 HR certification (e.g., HRM or equivalent) is preferred
 Benefits
 
<ul>
<li>50 Percent of the Salarly in USD</li>
<li>Social and medical insurance</li>
<li>Transportation</li>
<li>Internet package</li>
</ul>

HR Business Partner (Software or IT Industry Experience)

Advansys

<div>Role Purpose
The HR Business Partner (HRBP) acts as a strategic advisor to business leaders, driving organizational effectiveness through workforce planning, rewards strategy, and data-driven people decisions. This role partners closely with leadership to design and implement HR initiatives that strengthen capability, optimize performance, and ensure competitive and equitable compensation structures.
A key focus of the role is Rewards, Compensation Benchmarking, Workforce Insights, and People Analytics, while also supporting broader HR Business Partner responsibilities across talent, engagement, and governance. 

Key Responsibilities1. Strategic HR Partnership<ul><li>
Act as a trusted advisor to senior leaders, aligning people strategies with business objectives.</li><li>
Translate business needs into actionable HR solutions and implementation plans.</li><li>
Lead strategic workforce planning, talent pipeline development, and succession planning.</li><li>
Support organizational design, transformation, and change management initiatives.</li></ul> 

2. Rewards, Compensation &amp; Benefits (Primary Focus)<ul><li>
Lead the annual compensation cycle, including salary review and promotion processes.</li><li>
Conduct internal pay equity analysis to ensure fairness, consistency, and compliance.</li><li>
Manage market benchmarking, salary surveys, and job evaluation activities to maintain competitive reward structures.</li><li>
Design and recommend reward strategies, including short-term incentives, long-term incentives, retention plans, and performance-linked rewards.</li></ul> 

3. People Analytics &amp; HR Insights (Primary Focus)<ul><li>
Develop and maintain HR dashboards covering headcount, turnover, hiring, productivity, and workforce health metrics.</li><li>
Provide data-driven insights and recommendations using trend analysis and predictive analytics.</li><li>
Lead compensation analytics, salary modeling, and internal benchmarking exercises.</li><li>
Ensure data accuracy, integrity, and reporting compliance across HR systems.</li></ul> 

4. Talent Management &amp; Development<ul><li>
Partner with leaders to identify capability gaps and support individual and team development plans.</li><li>
Facilitate performance management cycles and ensure consistent application of frameworks.</li><li>
Support learning, leadership development, and succession initiatives aligned with business needs.</li><li>
Coach managers on talent development, employee engagement, and performance improvement.</li></ul> 

5. Employee Relations &amp; Engagement<ul><li>
Serve as a key point of contact for complex or sensitive employee relations matters.</li><li>
Promote a positive, inclusive, and high-engagement work environment.</li><li>
Provide guidance on HR policies, procedures, and best practices.</li><li>
Partner with managers on conflict resolution, disciplinary actions, and performance issues.</li></ul> 

6. HR Governance, Compliance &amp; Processes<ul><li>
Ensure HR practices comply with local labor laws and internal policies.</li><li>
Lead HR audits, policy reviews, and continuous process improvements.</li><li>
Implement HR frameworks that support consistency, scalability, and operational excllence</li></ul> 

Requirements 
<ul><li>
Bachelor&rsquo;s degree in Human Resources, Business Administration, Economics, Finance, or a related field</li><li>
6+ years of progressive HR experience</li><li>
At least 3 years of experience in an HR Business Partnering or Rewards-focused role</li><li>
Strong background in Compensation &amp; Benefits and HR Analytics</li><li>
Hands-on experience with compensation cycles, salary reviews, and pay equity analysis</li><li>
Experience in salary structure design, job evaluation, and compensation benchmarking</li><li>
Advanced Excel skills and experience using HRIS and analytics tools</li><li>
Ability to develop dashboards, reports, models, and forecasts using HR data</li><li>
Strong understanding of labor laws, HR policies, and compliance requirements</li><li>
Proven ability to partner with senior leaders and influence key business decisions</li><li>
Strategic thinking with strong business acumen</li><li>
Excellent interpersonal, communication, and stakeholder management skills</li><li>
High integrity with the ability to handle confidential information</li><li>
Strong analytical mindset with attention to detail</li><li>
Strong problem-solving skills with a continuous improvement mindset</li><li>
HR certification (e.g., HRM or equivalent) is preferred</li></ul> 

Benefits<ul><li> 
50 Percent of the Salarly in USD</li><li>Social and medical insurance</li><li>Transportation</li><li>Internet package</li></ul></div>

Hiro Talent

We&rsquo;re Hiring: HR Business Partner (HRBP)**Location: DHA Phase 1, IslamabadWe are looking for a dynamic and experienced **HR Business Partner (HRBP)** to join our team. The ideal candidate will play a strategic role in aligning HR practices with business objectives while supporting employee engagement and organizational growth.** Key Responsibilities:*** Act as a strategic partner to business leaders on HR-related matters* Oversee recruitment, onboarding, and employee lifecycle management* Implement HR policies, procedures, and best practices* Drive performance management and employee engagement initiatives* Handle employee relations, grievances, and conflict resolution* Support organizational development and change management initiatives** Requirements:*** Bachelor&rsquo;s degree in HR, Business Administration, or related field* 4&ndash;6 years of relevant HR experience* Strong communication and stakeholder management skills* Experience in medical billing industry will be preferred* Ability to work in a fast-paced and dynamic environment* **Preference will be given to female candidates**Job Type: Full-timePay: Rs100,000.00 - Rs130,000.00 per monthApplication Question(s):<ul><li>Current Salary</li><li>Expected Salary</li><li>Reason to switch </li><li>Notice Period</li><li>Are you willing to work 6PM to 3 am or 7pm to 4am - full-time - onsite?</li><li>This is a Islamabad based job. Are you willing to relocate? </li></ul>Work Location: In person

HR Executive

SBH Fashion

<div>
 
 Job Title: Senior Director of Human Resources
 
 
 
 
 Position Overview
 
 
 
 Seeking a Senior Director of Human Resources to serve as the sole internal HR leader, owning and building the full HR function across the organization. This is a highly visible role that will partner closely with ownership, executive leadership, and an external HR consultancy firm to drive both strategic initiatives and day-to-day execution.
 
 
 This individual will operate as a true business partner, responsible for shaping the company&rsquo;s people strategy, talent-mapping throughout the organization, and implementing the infrastructure, processes, and tools needed to support continued growth.
 
 
 The ideal candidate brings a balance of strategic thinking and hands-on execution, with a strong ability to influence leadership, build scalable systems, and elevate organizational performance.
 
 
 Success will be measured through a combination of factors including optimization of human capital value and employee morale, reduction of risk, and reduction of turnover rate.
 
 
 
 Key Responsibilities:
 
 
 
 
 HR Leadership &amp; Business Partnership
 
 
 
 <ul>
 <li>
 Act as a trusted advisor to ownership and the executive team, providing guidance on organizational design, workforce planning, and people strategy
 </li>
 <li>
 Partner with senior leadership to align HR initiatives with broader business objectives, growth plans, and operational priorities
 </li>
 <li>
 Serve as the internal point of contact coordinating closely with the company&rsquo;s external HR consultancy firm
 
 
 </li>
 </ul>
 
 Organizational Development &amp; Effectiveness
 
 
 
 <ul>
 <li>
 Evaluate organizational structure, team design, and resource allocation to ensure efficiency and scalability
 </li>
 <li>
 Lead organizational development initiatives, including team assessments, role clarity, and rightsizing efforts
 </li>
 <li>
 Partner with leadership to identify gaps, improve productivity, and optimize team performance while managing costs
 
 
 </li>
 </ul>
 
 Performance Management &amp; Employee Development
 
 
 
 <ul>
 <li>
 Assess, design, and implement modern performance management frameworks, including evaluations, review cycles, and feedback processes
 </li>
 <li>
 Build and formalize accountability structures
 </li>
 <li>
 Drive a culture of continuous feedback, high performance, and professional development across the organization
 
 
 </li>
 </ul>
 
 Manager Coaching &amp; Leadership Enablement
 
 
 
 <ul>
 <li>
 Partner with middle and senior management to improve how they lead, manage, and develop their teams
 </li>
 <li>
 Provide ongoing coaching and guidance to managers on performance management, employee relations, and team engagement
 </li>
 <li>
 Elevate overall management capability across the organization through structured support and best practices
 
 
 </li>
 </ul>
 
 Talent Acquisition &amp; Workforce Planning
 
 
 
 <ul>
 <li>
 Manage the talent acquisition process, including headcount planning, role definition, and hiring prioritization
 </li>
 <li>
 Manage and optimize relationships with external recruiting agencies and partners
 </li>
 <li>
 Ensure hiring processes are efficient, consistent, and aligned with company standards and long-term objectives
 
 
 </li>
 </ul>
 
 Benefits &amp; Payroll Partnership
 
 
 
 <ul>
 <li>
 Partner closely with Finance on payroll processes and workforce cost planning
 </li>
 <li>
 Collaborate with external HR partners to manage employee benefits programs
 
 
 </li>
 </ul>
 
 HR Operations &amp; Infrastructure
 
 
 
 <ul>
 <li>
 Build, implement, and maintain foundational HR processes, policies, and systems
 </li>
 <li>
 Lead the revisions to and rollout of updated comprehensive employee handbook
 </li>
 <li>
 Ensure compliance with all federal, state, and local employment laws and regulations
 
 
 </li>
 </ul>
 
 Technology &amp; Process Innovation
 
 
 
 <ul>
 <li>
 Identify, evaluate, and implement appropriate HR technologies and systems to improve efficiency and decision-making
 </li>
 <li>
 Leverage data and analytics to inform strategic decisions and measure organizational health
 
 
 </li>
 </ul>
 
 Qualifications
 
 
 
 <ul>
 <li>
 10+ years of progressive HR experience, with at least 3&ndash;5 years in a senior leadership role
 </li>
 <li>
 Experience operating as a standalone or lead HR function
 </li>
 <li>
 Strong background in organizational development, performance management, and talent strategy
 </li>
 <li>
 Proven ability to partner with executive leadership and influence decision-making
 </li>
 <li>
 Experience working with or managing external HR consultants and recruiting agencies
 </li>
 <li>
 Solid understanding of compensation, benefits, compliance, and HR operations
 </li>
 <li>
 Experience in fashion, apparel, consumer goods, or multi-brand environments strongly preferred
 </li>
 <li>
 Demonstrated interest in leveraging technology to enhance HR effectiveness
 </li>
 <li>
 Highly resourceful, hands-on, and comfortable operating in a fast-paced, evolving environment
 
 
 </li>
 </ul>
 Salary $175,000-$225,000
 
 
</div>

Senior Director of Human Resources

HyperStrong

<div>
 
 
 Position Overview:
 
 
 
 We are seeking a strategic and results-driven Human Resources Business Partner (HRBP) to support our growing operations in the Battery Energy Storage Systems (ESS) sector. Based in Katy, TX, this role will partner closely with business leaders to drive HR initiatives, ensure compliance, and support a high-performance culture. The ideal candidate brings strong HRBP capability, hands-on experience with ADP Workforce Now (WFN) and Celergo, and deep knowledge of state and federal employment laws.
 
 
 
 Key Responsibilities:
 
 
 <ul>
 <li>
 Serve as a trusted advisor to leadership, aligning HR strategies with business objectives in the ESS (Battery Energy Storage Systems) environment
 </li>
 <li>
 Partner with managers on workforce planning, organizational design, and talent development
 </li>
 <li>
 Lead employee relations matters, including investigations, conflict resolution, and performance management
 </li>
 <li>
 Ensure compliance with federal, Illinois state, and local employment laws and regulations
 </li>
 <li>
 Administer and optimize HR systems, including ADP Workforce Now (WFN) and ADP Celergo (global payroll), ensuring data accuracy and process efficiency
 </li>
 <li>
 Support payroll, benefits, and HR operations in collaboration with internal and external stakeholders
 </li>
 <li>
 Develop, implement, and maintain HR policies and procedures
 </li>
 <li>
 Analyze HR metrics and provide actionable insights to leadership
 </li>
 <li>
 Drive employee engagement, and retention
 </li>
 <li>
 Support change management efforts in a dynamic, fast-growing industry
 </li>
 </ul>
 
 
 Qualifications:
 
 
 <ul>
 <li>
 Bachelor&rsquo;s degree in Human Resources, Business Administration, or related field
 </li>
 <li>
 5+ years of progressive HR experience, including HRBP or strategic HR roles
 </li>
 <li>
 Direct experience with ADP Workforce Now (WFN) and ADP Celergo is required
 </li>
 <li>
 Experience supporting organizations in the energy, utilities, or ESS (battery energy storage systems) sector is strongly preferred
 </li>
 <li>
 Strong knowledge of federal and different states employment laws and compliance requirements
 </li>
 <li>
 Proven ability to influence and build relationships with stakeholders at all levels
 </li>
 <li>
 Excellent problem-solving, communication, and interpersonal skills
 </li>
 <li>
 Ability to manage sensitive and confidential information with discretion
 </li>
 <li>
 HR certification (SHRM-CP, SHRM-SCP, PHR, SPHR) is a plus
 </li>
 </ul>
 
 
 Preferred Skills:
 
 
 <ul>
 <li>
 Bilingual in Mandarin Chinese
 </li>
 <li>
 Experience in a global or multi-state environment
 </li>
 <li>
 Familiarity with payroll and international HR processes
 </li>
 <li>
 Strong analytical and data-driven mindset
 </li>
 <li>
 Experience in high-growth or transformation environments
 </li>
 </ul>
 
 
 What We Offer:
 
 
 <ul>
 <li>
 Competitive compensation and comprehensive benefits
 </li>
 <li>
 Opportunity to work in a rapidly growing, innovative energy sector
 </li>
 <li>
 Collaborative and inclusive work culture
 </li>
 <li>
 Career growth and development opportunities
 </li>
 </ul>
 
 
 Equal Opportunity Employer Statement:
 
 
 
 We are an equal opportunity employer committed to creating a diverse and inclusive workplace. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, disability, or veteran status.
 
</div>

Human Resources Business Partner

Shift Group

<div>
 
 
 HR Manager &ndash; SHIFT Group
 
 
 
 
 
 
 
 Role Overview
 
 
 
 We are looking for a proactive and hands-on HR Manager to support Group HR operations, with primary ownership of one business unit. This role combines day-to-day HR execution with strategic support to leadership, ensuring strong people practices, compliance, and performance across the organization.
 
 
 
 
 
 
 Key Responsibilities
 
 
 <ul>
 <li>
 Act as the HR partner for a designated business unit
 </li>
 <li>
 Manage end-to-end recruitment and onboarding
 </li>
 <li>
 Support performance management, KPIs, and development plans
 </li>
 <li>
 Handle employee relations, engagement, and disciplinary matters
 </li>
 <li>
 Ensure compliance with Qatar Labor Law and HR policies
 </li>
 <li>
 Oversee HR operations (contracts, payroll coordination, leave, records)
 </li>
 <li>
 Track HR metrics and support reporting and digitalization initiatives
 </li>
 <li>
 Contribute to policy improvements and HR projects
 </li>
 </ul>
 
 
 
 
 
 Requirements
 
 
 <ul>
 <li>
 Bachelor&rsquo;s degree in HR, Business, or related field
 </li>
 <li>
 6&ndash;10 years of HR experience (min. 3 years in a managerial role)
 </li>
 <li>
 Strong knowledge of Qatar Labor Law
 </li>
 <li>
 Experience in recruitment and employee relations
 </li>
 <li>
 HR certification (CIPD/SHRM) is a plus
 </li>
 </ul>
 
 
 
 
 
 What We&rsquo;re Looking For
 
 
 <ul>
 <li>
 Strong stakeholder management and emotional intelligence
 </li>
 <li>
 Structured, detail-oriented, and solution-driven
 </li>
 <li>
 Able to balance operational execution with strategic thinking
 </li>
 </ul>
 
 
 
 
 
 Success in This Role
 
 
 <ul>
 <li>
 Efficient HR operations and strong compliance
 </li>
 <li>
 Improved hiring quality and speed
 </li>
 <li>
 Positive employee experience and reduced escalations
 </li>
 <li>
 Strong alignment with a performance-driven culture
 </li>
 </ul>
 
 
</div>

Human Resources Manager

Interwood Mobel

<div>Role Overview
The HRBP acts as a strategic partner to regional business leaders, driving people initiatives that align with organizational goals. This role is responsible for end-to-end HR management across the Head Office, including talent management, employee engagement, performance management, workforce planning, and organizational development, while ensuring operational excellence and a high-performance culture.
Key Responsibilities1. Strategic HR Partnership<ul><li>
Partner with leadership (Departmental/functional heads) to align HR strategies with business objectives
</li><li>Act as a trusted advisor on organizational design, team structure, and workforce planning
</li><li>Identify business pain points and proactively design HR interventions
</li></ul>2. Talent Management &amp; Workforce Planning<ul><li>
Lead recruitment efforts for retail, corporate, and technical roles across the region
</li><li>Ensure timely hiring, especially critical positions
</li><li>Develop succession pipelines and internal talent mobility strategies
</li></ul>3. Employee Engagement &amp; Culture<ul><li>
Drive engagement initiatives tailored to regional needs (events, recognition programs, culture-building activities)
</li><li>Monitor employee pulse and recommend actions to improve morale and retention
</li><li>Lead employer branding initiatives at the regional level
</li></ul>4. Performance Management<ul><li>
Implement and drive performance management cycles (goal setting, mid-year, annual reviews)
</li><li>Coach line managers on performance conversations and development planning
</li><li>Identify low performers and high potentials, ensuring appropriate action plans
</li></ul>5. HR Operations &amp; Compliance<ul><li>
Oversee core HR operations including onboarding, confirmations, disciplinary actions, and offboarding
</li><li>Ensure adherence to company policies and labor laws
</li><li>Maintain accurate HR data and reporting for the region
</li></ul>6. Leadership Development<ul><li>
Identify leadership capability gaps and co-lead training initiatives
</li><li>Support and execute leadership development programs and workshops
</li><li>Coach managers on people management and team effectiveness
</li></ul>7. Change Management<ul><li>
Lead and support change initiatives including restructuring, policy rollouts, and process improvements
</li>Drive adoption of new HR frameworks and organizational changes 
<li>
</li></ul> 
 
Requirements 
<ul><li>
Bachelor&rsquo;s or Master&rsquo;s degree in Human Resources, Business Administration, or related field.</li><li>
Minimum 8 years&rsquo; experience as an HR Business Partner or similar role, preferably in industrial or manufacturing sectors.</li><li>
Strong understanding of labor laws, employee relations, and workforce management, especially in blue-collar labor contexts.</li><li>
Demonstrated ability to build effective relationships with management and employees at all levels.</li><li>
Excellent communication, problem-solving, and conflict resolution skills.</li><li>
Ability to operate effectively in a fast-paced and dynamic industrial environment.</li><li>
Willingness to spend time on the shop floor and engage directly with workforce.</li></ul> 

Benefits<ul><li> 
Medical Insurance</li><li>Provident Fund</li><li>EOBI</li><li>Paid Leaves</li></ul></div>

Human Resources Business Partner - Head Office

Search 10000+ Hr strategic partner jobs near you this May. New roles added regularly across leading industries. Apply today.

10000 hr strategic partner jobs Near Me

HR Business Partner (Software or IT Industry Experience)

HR Business Partner (Software or IT Industry Experience)

HR Executive

Senior Director of Human Resources

Human Resources Business Partner

Human Resources Manager

Human Resources Business Partner - Head Office