Sr. Manager, HR Business Partner

Job Purpose Statement

The Senior Manager, HR Business Partner acts as a strategic consultant to leadership, responsible for planning and delivering HR solutions that support the organization's business objectives. This role serves as an employee champion, change agent, and trusted advisor, driving talent, performance, and engagement initiatives that align HR practices with company priorities.

Roles & Responsibilities

1. Partner with senior executives and department leads to align HR strategies with business needs.
2. Provide expert guidance on performance management, talent management, employee relations, and organizational development.
3. Lead HR initiatives to improve employee engagement, retention, and culture.
4. Oversee workforce planning, recruitment, succession planning, and leadership development.
5. Advise, coach, and develop leaders and HR team members to ensure effective delivery of HR services.
6. Manage change management activities, including organizational transformation and process improvement.
7. Analyse HR data and metrics to drive insights and support decision-making.
8. Ensure compliance with labor laws, company policies, and HR regulations.
9. Resolve complex employee relations issues, conflicts, and grievances consistently and fairly.
10. Act as a cultural ambassador, fostering inclusion, diversity, and a continuous improvement mindset.

Communication & Working Relationships

Internal: Collaborates with business unit heads, HR teams, executive leadership, finance, and other departments.

External: Engages with consultants, legal advisors, recruitment partners.

Minimum Requirements for The Job Qualifications

Bachelor's degree in Human Resources, Business Administration, or related field (Master's preferred).

Years and Nature of Experience

Minimum 7-10 years of progressive HR experience, with at least 3-5 years in an HR Business Partner or managerial capacity.

Knowledge, Skills & Abilities

• Relevant HR certifications such as SHRM-SCP, SPHR, or CIPD are highly desirable. Strong expertise in HR strategy, talent management, performance management, and organizational design.
• Excellent analytical, influencing, negotiation, and interpersonal skills.
• Proficiency with HRIS and data reporting tools.
• Demonstrated leadership and change management capabilities.
• Deep understanding of labor law and compliance requirements.