HR Business Partner

Reports To:

Head of Human Resources



The HR business partner (HRBP) position is responsible for aligning business objectives with employees and management in designated business units. The position serves as a consultant to management on human resource-related issues. The successful HRBP acts as an employee champion and change agent. The role assesses and anticipates HR-related needs. Communicating needs proactively with our HR department and business management, the HRBP seeks to develop integrated solutions. The position formulates partnerships across the HR function to deliver value-added service to management and employees that reflects the business objectives of the organization. The HRBP maintains an effective level of business literacy about the business unit’s financial position, its midrange plans, its culture and its competition.

Essential Functions:

  • Conducts weekly meetings with respective business units. 
  • Consults with line management, providing HR guidance when appropriate. 
  • Analyzes trends and metrics in partnership with the HR group to develop solutions, programs and policies. 
  • Manages and resolves complex employee relations issues. Conducts effective, thorough and objective investigations. 
  • Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Partners with the legal department as needed/required. 
  • Provides day-to-day performance management guidance to line management (e.g., coaching, counseling, career development, disciplinary actions). 
  • Works closely with management and employees to improve work relationships, build morale, and increase productivity and retention. 
  • Provides HR policy guidance and interpretation. 
  • Develops contract terms for new hires, promotions and transfers. 
  • Provides guidance and input on business unit restructures, workforce planning and succession planning. 
  • Participates in evaluation and monitoring of training programs to ensure success. Follows up to ensure training objectives are met.

Ad-Hoc Function


  • Candidate Screening: Responsible for screening resumes to determine which candidates meet the minimum requirements. Recruiters then move chosen candidates on to the next step in the hiring process.
  • Interviewing: Responsible for conducting initial interviews, which are then used to narrow the number of potential candidates who will be interviewed by the hiring manager. Will set up interview appointments between the chosen candidates and the hiring manager.


  1. Business Acumen.
  2. Communication.
  3. Consultation.
  4. Ethical Practice.
  5. Global & Cultural Awareness.
  6. HR Expertise.
  7. Relationship Management.

Supervisory Responsibility

This position has no direct supervisory responsibilities, but does serve as a coach and mentor for other positions in the department.

Work Environment

This job operates in a professional office environment. This role routinely uses standard office equipment such as laptop computers and smartphones.

Position Type/Expected Hours of Work

This is a full-time position. Days and hours of work are Monday through Friday, 9:00 a.m. to 6 p.m. This position regularly requires long hours and occasional weekend work as job duties demand.

Preferred Education and Experience

Education and Experience

  1. Psychology, Human Resource Management, or Business-related degree or equivalent professional qualification
  2. At least 3 years of experience as an HR Generalist/HRBP
  3. Relevant knowledge on all the HR Facets

Key Competencies

  1. Excellent written, verbal communication and presentation skills
  2. Skills on decision making, problem analysis, problem solving, and strategic thinking
  3. Leadership, persuasiveness, adaptability and creativity
  4. Outstanding people relations/interpersonal skills
  5. Effective organization skills
  6. Initiative and with pro-active attitude
  7. Organizes workload, sets priorities and works within deadlines
  8. Self-motivated and with keen attention to details
  9. With ability to work under pressure while maintaining high level of efficiency and effectiveness.
  10. Proficient in planning, scheduling and managing tasks

General Duties:

  1. Manage end to end employee life cycle including onboarding for new joiners, confirmation, performance appraisals, grievance handling, employee relations and employee separation.
  2. Review and analyze business unit data to identify trends and recommend solutions to improve performance, retention, and employee experience (Attrition Analysis, Early Warning Signals, Retention, Engagement levels) 
  3. Assess and ascertain manpower requirements for the business ensuring adequate staff backup to avoid crisis situations and to ensure backfill hiring is completed within agreed timelines. 
  4. Work with line managers and employees to address all types of employee relations issues ensuring an unbiased approach in query resolution prioritizing employer – employee interests. 
  5. Work with line managers to identify bottom quartile employees and coach them to focus on improving performance and create adequate succession pipeline at middle management level.
  6. Plan, manage and provide continuous improvements and be actively involved in leadership business reviews, and engage with stakeholders on understanding business objectives both at a strategic and an operational level. This includes involvement in both annual and mid-year processes which focus on performance management and talent development.
  7. Provide compensation support including compensation bands validation, inputs on promotion, recommendations.
  8. Implement engagement activities and facilitate interactions between the employees and management on a regular basis. 
  9. Manage exit interviews and support the business in analyzing the data and provide innovative solutions to improve employee retention rate.

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