Human Resource Business Partner (HRBP)

Requirements

• Bachelor’s degree or its equivalent in a Social Sciences or related discipline.
  
• Relevant post-graduate qualification/ MBA will be an added advantage.
  
• Professional certification in HR Management, e.g. Chartered Institute of Personnel Management (CIPM), is a must-have.
  
• Minimum of six (6) years relevant work experience.
  

• Business Partnering & Strategy
  
• Collaborate with business leaders to understand workforce needs and provide tailored HR solutions.
  
• Support the execution of the Business Partnering strategy to ensure HR practices drive organisational goals.
  
• Provide insights to management on people-related issues, organisational development, and talent risks.
  

Strategic Workforce Planning & Talent Management

• Lead workforce planning initiatives to ensure optimal staffing levels across business units.
  
• Support succession planning and career development frameworks to strengthen the talent pipeline.
  
• Facilitate staff confirmation processes in line with policy and performance standards.
  

HR Solutions & Programme Delivery

• Design and deliver HR solutions for business units, covering resourcing, training, engagement, and retention.
  
• Support HR programme rollouts by adopting a line-approach delivery model, ensuring effective execution within business units.
  
• Coordinate recruitment processes, from job posting to onboarding, to ensure seamless talent acquisition.
  

Service Standards & Monitoring

• Monitor compliance with HR service standards and address deviations promptly.
  
• Drive continuous improvement in HR processes, ensuring alignment with organisational goals.
  
• Ensure timely and accurate HRIS data entry, analytics, and reporting. • Employee Lifecycle Management.
  
• Manage onboarding and induction programmes for new hires to ensure smooth integration.
  

Employee Engagement & Advisory

• Provide career advisory and coaching services to employees to support professional growth.
  
• Lead employee engagement initiatives to foster a motivated and inclusive workplace.
  
• Manage and communicate employee-focused initiatives, such as birthday announcements and other engagement activities.
  

Learning & Development

• Identify training needs in collaboration with business leaders.
  
• Partner with the Learning & Development team to design, deliver, and evaluate training programmes.
  
• Support capability-building initiatives to align employee skills with organisational priorities.