HR Business Partner

Qualifications, Skills & Experience

• Bachelor’s degree in human resources management, Business Administration, or a closely related field.
  
• Post Graduate Diploma in Human Resources Management/ Certified Human Resources Professional (CHRP).
  
• An MBA or a relevant Master’s degree is highly preferred and will be considered a significant advantage.
  
• Minimum of 5 years in a supervisory role within a HR environment, specifically within the Manufacturing or FMCG sectors.
  
• Valid and active membership with a recognized professional body, such as IHRM.
  
• Strong background in Employee Relations and Labor laws compliance.
  
• Proficiency in Job Evaluation frameworks, Change Management, and organizational culture development.
  
• Advanced data analytical skills with the ability to translate HR metrics into actionable business insights.
  
• Highly conversant with modern HRIS (Human Resources Information Systems) and digital HR transformation tools.
  
• A commercially focused, entrepreneurial mindset aligned with broader business objectives.
  
• Superior planning, coordination, and sophisticated interpersonal skills to navigate complex stakeholder environments.
  

Strategic Partnership & Organizational Development (OD)

• Serve as a trusted strategic partner to assigned business units, translating business goals into human capital priorities and delivering high-impact HR solutions.
  
• Lead Organizational Development (OD) initiatives, including workforce planning, organizational design reviews, and structure optimization to ensure alignment with long-term strategic objectives.
  
• Drive and champion change management efforts for significant organizational transitions (e.g., restructuring, new systems, culture shifts), ensuring effective communication, stakeholder alignment, and employee readiness to maximize adoption and minimize disruption.
  
• Act as a key champion for organizational culture, identifying opportunities and executing programs to reinforce desired values and behaviours across the business.
  

Performance, Talent & Development

• Oversee and drive the Performance Management cycle (e.g., goal setting, mid-year reviews, annual appraisals), coaching managers on effective feedback, performance improvement plans (PIPs), and calibration to foster a high-performance culture.
  
• Partner with management to identify key talent and critical roles, supporting succession planning and targeted employee development initiatives.
  
• Lead the management of employee engagement and welfare initiatives, driving strategies that improve morale, retention, and overall job satisfaction.
  

Compensation, Benefits & Employee Relations

• Manage the administration of compensation and benefits programs (e.g., annual salary review, incentive plans, benefits enrolment) for assigned groups, ensuring internal equity, external competitiveness, and compliance.
  
• Provide expert counsel on all employee relations (ER) matters, including complex disciplinary actions, grievances, and conflict resolution, ensuring fair and consistent application of policies and compliance with labor laws.
  
• Lead or actively participate in Collective Bargaining Agreement (CBA) negotiations and manage related communication and implementation activities, as required.
  

HR Policy, Compliance & Operations

• Develop, update, and implement various HR policies, processes, and procedures to ensure they are current, compliant (including local labor laws), and aligned with organizational values and business needs.
  
• Ensure the integrity and confidentiality of HR data by maintaining and updating records within the Human Resources Information System (HRIS).
  
• Lead and execute delegated HR business projects and related strategic assignments as a representative of the HR function.